Ageism in the Workforce

Discrimination on the basis of gender, race, religion, disability and other factors is illegal in the United States except for special circumstances such as disability, whereby the disability means the applicant is unable to perform the functions of the job. Discrimination on the basis of age is illegal as well -- except in special circumstances. The favoring of any worker or job applicant over another for this reason is ageism and -- while illegal -- is also a widespread practice and a hard practice to prove.

1. Law

   • The Age Discrimination Act of 1975 prohibits the act of discrimination on the basis of age for any programs which receive federal funding or assistance -- except in special circumstances. The Age Discrimination in Employment Act of 1967 (ADEA) protects employees and applicants over 40 from acts of discrimination in hiring, promotion, workplace conditions, treatment and employment conditions. The Equal Employment Opportunity Commission enforces the ADEA.

   Advantages

   • Ageism in the workforce arises because there are seen to be disadvantages to employing certain age groups -- generally older age groups. However there can be many advantages to hiring older employees. Maturity and stability can mean these employees require less management and may be less demanding. The skills learned over a long period of time, such as people management skills, may not be easily apparent at first but can prove to be invaluable. Older applicants may take fewer holidays and less time off and be more flexible with regard to salary.

   Disadvantages

   • Many employers see disadvantages in hiring older staff. They may think an older person is more set in his ways than someone new to the workplace and may feel a younger person is more open to new ways of doing things or more receptive to the company culture. There is a perception older employees may not be as technologically aware as younger employees. Some employers may see younger employees as cheaper to hire and more enthusiastic. And some employees in certain industries, such as fashion or hospitality, simply feel younger people are better for their image and business.

   Tips

   • Although illegal ageism still exists, it can be hard to prove. To overcome possible discrimination, older jobseekers may consider making their CVs more accomplishment-based than chronological. It may be prudent to let employers know you are flexible in terms of salary and don't expect necessarily to be paid more or even as much as you were in your previous job. In the interview be sure to talk up the benefits of maturity and experience such as realistic expectations, hands-on experience and a track record of proven success.
     
     

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