14317 Issued in September 2008 NBER Program(s): Aging This paper reviews evidence on age discrimination in U. labor markets and on the effects of the Age Discrimination in Employment Act (ADEA) in combating this discrimination. Combating age discrimination is likely to help in meeting this challenge by encouraging employment of older individuals.
Our society must find ways to financially support this segment of the population for more years than ever before as life expectancy increases. Research suggests that a major reason workers don’t hold on longer may be age discrimination.
By 2020, that number will be close to 17 percent and by 2050 it will likely reach 22 percent.
The Introduction: Age discrimination in the workplace is more prevalent than many would care to believe.
Older workers tend to be more expensive and take more time off from work, with this in mind it is not surprising that age discrimination has become one of the most common forms of discrimination in employment.
“We are learning more and more about the damaging effects of widespread ageism, both for individuals and for societies,” said Karl Pillemer, professor of human development at Cornell’s College of Human Ecology and a professor of gerontology in medicine at Weill Cornell.
“Ageist attitudes and policies not only impair older people’s occupational lives, but also negatively affect their mental and physical health.Johnson after a secretary of labor statistical report that indicated that age discrimination for older workers was problem.Analysis showed that while unemployment for older workers was less than for younger workers, the period of time that the unemployed over a certain age remained unemployed was significantly longer than those in younger age brackets.The baby boomers have entered their golden years and medical advances are helping people to live longer; the combination is leading to an aging U. Another 9 percent left their job involuntarily for personal reasons including poor health or family concerns. The data demonstrated that more than half of working adults in their early 50s were forced to leave their jobs at some point due to layoffs, business closing, job dissatisfaction or unexpected retirement.While this form of discrimination is technically prohibited by statute, it is also by far the most difficult to enforce.Age discrimination differs from most discrimination laws in the fact that it must be proven that age was the dominant factor as opposed to simply being a factor.Monaco filed suit claiming age discrimination in 2001. She was promoted once over the course of the seven years from 1990-1997 despite frequent requests and continued employment with J. However, the court found that these past cases could not be tried as the period of 300 days statute of limitations had passed.5 Monaco’s case show a unique aspect of the age discrimination laws in the United States in that many states have differing requirements of proof. Another case that exemplifies the difficulty in establishing a prima facie case of age discrimination is the case of Zippittelli v. Therefore only the most recent of the instances would be considered in this case.The problem is a global one; in fact, the World Health Organization has made combating ageism and age discrimination one of its top priorities.By systematically excluding older people from the workforce, we lose the benefits of their vast experience.” The take-home message: Ageism in the workforce is real and negatively impacts the health and financial well-being of elders. The AARP has a list of strategies to use if you feel that you or someone who know has been affected by ageism in the workplace.