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Abstract

This research critically examined organizational psychological bullying directed towards vulnerable individuals, namely the youth and the physically impaired, who face difficulties accessing employment opportunities globally. Unlike prior studies that focused on internal organizational bullying, this research investigated external factors beyond organizational structures. By conducting desktop research, the study aimed to provide insights that support a more inclusive work culture. The study developed the 60/30 model, proposing retirement at the age of 60 or after 30 years of service to promote inclusivity in the labor market, especially for historically marginalized individuals. It recommended that governments amend labor laws, review employment policies, and collaborate with stakeholders to create customized employment initiatives. Moreover, it suggested further research using quantitative or mixed methods approaches to validate these findings. The study further advocates positive transformations within the industrial and organizational psychology by advancing workplace diversity and inclusivity.
 Keywords: Marginalized Individuals, Organizational Bullying, Physically Impaired, Psychology, Victims, Youth.