Abstract
The chapter deals with the problem of workers discrimination regarding age and its psychological and personnel aspects. The text itself derives its foundations from European documents concerning equality and discrimination, from the definition of equality, equal opportunities and discrimination in legislation, from the anti-discrimination law and focuses on discrimination based on age.
Preferred phenomena are ageism and population ageing in this case. In the context of psychological aspects of age-based discrimination of workers in organization, the needs of an aging human connected to his work and related stereotypes are presented from the point of view of human development psychology.
Following these, the article deals with situation of older workers, their unequal work realization opportunities compared to the younger age groups of colleagues, situations in personnel management practice, in which the older workers find themselves being discriminated because of their age - in the areas of resourcing, choosing, placement, rewarding, management of work performance and evaluation, education, personal development, career management and layoffs. The last part of the article is focused on the latest concepts of the last years, reflecting older workers - corporate social responsibility, work life balance encompassing alternative time employments, talent management, age management and diversity management.