AGE DISCRIMINATION

Age discrimination

Abstract

In this paper, we have examined and discussed the issue age discrimination in a detailed manner. Moreover, we have also analyzed a case which was filed in court on the basis of age discrimination. The paper also discusses the verdict of the court which was announced on the ground of the age discrimination. The paper ends with a conclusion on the verdict of the Supreme Court on the discussed case.

Age Discrimination

Introduction

The Age Discrimination in Employment Act (A.D.E.A) of 1967 was part of an unprecedented turn in 1960s public policy toward advancing economic and social justice by protecting the rights of vulnerable populations. The Act was intended to “encourage jobs of elder people depending upon their capability instead of age; to rule out illogical age bias in service; and to assist the companies and employees discover ways of meeting issues occuring from the impact of age on service”. However, in many ways, the A.D.E.A has been ineffective in supporting the civil and economic rights of older workers. Over 42 years since the passage of the A.D.E.A, ageism and age discrimination in the workplace remain serious impediments to employment and financial well-being in later life. Each year, estimated 15 - 20,000 reports of age discrimination are filed with the EEO Commission, which currently enforces compliance with the A.D.E.A (Clark, 2005). The number of complaints, widely held to underestimate the extent of actual incidents (International Longevity Center [ILC], 2006), has risen over the past ten years, reaching an all time high of over 24,500 reports in 2008. Negative societal stereotypes about older adults are still prevalent, and most elders report experiencing or witnessing instances of age-based discrimination.

A related study in which pairs of identical but age-disparate participants applied for vacant positions via phone, letters, and interviews found that the older applicant received less favorable responses 41% of the time. In an analysis of how women aged 35, 45, 50, 55, and 62 fared in the labor markets of Boston, MA and St. Petersburg, FL between 2002 and 2003, Lahe found that younger applicants needed to respond to an average of 19 ads in order to earn an interview, while the older applicants needed to respond to 27. Younger workers were also 40% more likely to be called back for an interview than their older counterparts. Disparities in hiring are particularly difficult for older adults who have been laid off or who ...