There are many things we like about the business-process outsourcing (BPO) industry, but one thing that truly stands out is that it is an equal opportunity employer. If you are qualified to work for BPO companies then you’re qualified, whatever your age may be or gender, and regardless of which school you graduated from, or even if you did not graduate. If you pass their exams, they will hire you. Period.
This is not only commendable but also ideally opposite what most employers in the country normally and, albeit illegally, practice in their hiring procedures. Just take a quick look at local job ads and you would see employers everywhere specifying age or gender restrictions (“only” male or female need apply), or those that say you must have graduated from certain prestigious universities. Some would even blatantly give height and other physical requirements.
Age discrimination, though, is the most rampant. Older Filipino workers would commonly be barred from applying for jobs that they may well be qualified for. And we don’t even mean senior citizens here. One could easily find job ads specifying people over 30 years and older “need not apply”. Indeed, we find something very wrong when you are considered by certain industries as washed up and unemployable at 40.
By the way, it is also illegal.
Labor Secretary Silvestre H. Bello III recently signed the implementing rules and regulations (IRR) of Republic Act 10911, or the Anti-Age Discrimination in Employment Act, which seeks to promote equality in the workplace by mandating companies to hire workers based on their competence, and not on their age.
The law covers all employees and job applicants of all employers, including national and local governments, companies in the private sector, labor contractors and subcontractors and other kinds of labor organizations, whether or not registered.
Under the law, employers cannot print or publish any advertisement or notice, in any form of media, that suggests preferences, limitations, specifications and discrimination based on age.
Employers also cannot require job applicants to disclose their age or date of birth, or reject them or set specific compensation or privileges of employment for them solely based on their age. This includes providing less compensation and benefits for older workers, denying them promotions and training opportunities, and imposing early retirement or forcing their dismissal.
Violators of the law will be meted a fine of not less than P50,000 but not more than P500,000, or imprisonment of not less than three months but not more than two years, or both.
We are sure strictly implementing the anti-age discrimination law will have a considerable impact on the local job market.
The Philippines has one of the youngest populations in the world, and with about 1 million new graduates entering the labor force every year, there aren’t even enough jobs for our young workers. If employers are mandated to hire applicants based on competence and not age, then there may well be many jobs out there for which older workers are more qualified. Older workers might have more skills and experience from previous jobs and careers that can serve them well in certain trades or professions.
Nevertheless, we fully support this measure and its full implementation.
Having lived longer is always a plus. It should never be a negative or limiting factor. Older workers who have the skills, knowledge and experience to do certain jobs should not be denied the opportunity to do them just because they have a few more digits in their lives. Now, thanks to the IRR of this new law, they cannot be, and they can never be told they are too old for a job for which they are qualified.