The impacts of age discrimination are also on the ones who are regarded as too young for certain jobs. There are certain difficulties which are faced by the younger people as they do not have required skills and experience and hence face issues to get employed. There has been a wide ranging policy debate on the issue concerning the youth underemployment and unemployment. It was seen in one of the research study conducted by Loretto in the year 2000 that discrimination on the basis of age faced by the younger undergraduate studies of a business school were being given less responsibility as they were regarded as untrustworthy and this was very common in this particular group. When it come to the young workers, skill development and acquisition is very critical but still most of the younger workforce is being employed into the jobs which have very less opportunities which could render them with skills and experience. In addition, on the basis of lack of essential skills and experience they are often denied access to promotion. Younger workers with lower jib tenure are still vulnerable even though LIFO has been in decline as a method of selection for redundancies because of the lower cost borne by the employer to make them redundant.
Employees are expected to adjust their attachment and their attitude to the organization in cases where they might have felt that they have been through unfair treatment at the workplace on the basis of their age (Rhodes 1983). Discrimination at the personal level might result to feelings of being under-rewarded in terms of status and pay; discrimination to the extent that it encompass not getting certain promotion, job, pay rise or a training opportunity. However, discrimination in general might result in a sense of being undervalued by the members of the organization and the organization itself. As a result of the perceived discriminatory treatment the individual might suffer feeling of individual relative deprivation which might result to negative calculative and affective responses.