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Overwhelming evidence of age discriminationfound in United Kingdom, Taen 2003 Study.
Discrimination is not always overt. Often it is unconscious rather than deliberate - a reflection of attitudes and stereotypes. Rarely do white collar managers in large organizations hire people older than themselves. No statistics are maintained on older workers hiring relative to young workers and the general population - as done with diversity and equal opportunity programs. Report highlights are listed below.

Slogans like we need some “Young Blood or New Blood” only encourage discrimination. "Dead Wood" can be used as code for "Old Wood". Often it's used as a simple excuse for "I did not hire you so you must be dead wood", thinking. A recent batch of loyal higher tenure, higher paid retail workers is layoff at the same time the company seeks to hirer newer workers at even lower retail wages. This happen twice within the last seven years at retailer,Circuit City. We all remember years ago the common discrimination againest older Airline Stewardess.
Age stereo typing is ramped. Boomers who grew up with computers often are perceived to have little computer experience. An age 50 American software engineer who grew up programming mainframes and PC’s who was unemployed back in 2001 is unlikely to have ever found a similiar job, even while companies like Microsoft constantly say they need more H-1B visas to import foreign IT workers into America. A non-union company will make no effort in recalling older workers who were layed-off during a slow down.
Companies that claim skill labor is not available make those statements to justify outsourcing or importing young foreign workers, most often from India for IT jobs. And even worse these foreign workers are often used for profiteering reasons only. Corporations pay these people a high wage relative to India but a low wage relative to America and then mark up their hourly rate 50-100% to the American employer’s for profit. The bottom line is fewer jobs for Americans of any age.

Because discrimination of any kind is illegal, no large organization can say discrimination ever takes place. But if no records are maintained and statistical analysis preformed then how does anyone really know? Perhaps many do not want to know, which is why you will find so little research on this topic.
Here are HIGHLIGHTS from a 2003 report commissioned by the United Kingdom.

People aged 50-64 represent:
• 1/3rd of people of working age;
• 1/5th of those actually in work;
• 1/10th of those on employer and
government training programs.
Unemployment statistics

Government statistics highlight age discrimination. The older the person, the longer they are likely to remain unemployed. Six out of ten unemployed people under the age of 50 get back into work within a year; only one out of ten people over the age of 50 get back into work within a year.

CIPD Age Discrimination at Work, Jan 2001:

In a survey of over 1,000 people the Chartered Institute of Personnel and Development found that:
• 1 in 8 workers had been discouraged from applying from jobs on grounds of age;
• 1 in 4 think that employers are not interested in employing people over age 40.

Silicon Research Services, October 2000:

In a study of the IT industry, two-thirds of a sample of 1,400 IT professionals thought they would be unable to get a job past age 45. Union Network International, the authors, concluded that ageism is "rife". Although two-thirds of IT firms have difficulty recruiting, ageism was assessed as having an impact after age 35.

Sheffield Hallam University, 1999:
Research reported in The Detached Male Workforce concluded that:

• 750,000 people over age 50 would like to be working, if they thought that there was a relevant opportunity to do so;
• 9 out of 10 people over age 50 who started job-hunting on redundancy gave up within 12 months because of the response they experienced

Institute of Management, 1997:

In Breaking the Barriers, the Institute reported that:
• 44% of a sample of 1,648 managers
said that they had experienced age discrimination;
• 55% of the sample of managers said
that they had used age as a criterion in recruitment
Here is the link to the complete research report titled: Experience of Age Discrimination: the evidence

Recessions Impact On Over Age 50 Workers

Until now, much of the attention in this recession has been focused on the group of older workers who will toil for more years than they expected because stock market losses have put a severe dent in their retirement nest egg.

Now, new research suggests that a larger group of workers ages 62 to 69 could find themselves with a thornier problem: No job, no prospect for finding another, and forced to retire earlier than they, or their finances, were prepared for.

“Those people, the risk that they’re subject to is not the stock market, it’s the labor market,” said Phillip Levine, a professor of economics at Wellesley College and co-author of a recent paper looking at that phenomenon.

Already, there are signs some older workers are falling into that trap.

Mark Hinkle, a spokesman with the Social Security Administration, said applications for retirement benefits for the fiscal year ended Sept. 30, 2009, rose 22 percent over the 2008 fiscal year, to 2.57 million. That’s much higher than the 15 percent increase that had been projected because of the increase in people hitting retirement age. Hinkle said the discrepancy can be attributed to the impact of the weak economy.

Based on historical trends, Levine predicts that the group of people who are forced out of the labor market because of the recession will be about 50 percent larger than the group who elects to stay in their jobs longer because of the stock market crash.

Being forced to retire earlier than you want to can have serious economic repercussions. In addition to losing your full income and benefits earlier, a person who must start collecting Social Security at age 62 instead of age 65 could see around a 20 percent drop in their monthly benefit, Levine said.

A survey by the Employee Benefit Research Institute found that 42 percent of workers believe they will need to accumulate about $500,000 in retirement savings to live comfortably in retirement. Yet only 26 percent of workers over age 55 had saved more than $250,000 toward their retirement, the survey found.






NEARING AGE 50 OR RETIREMENT? WATCH OUT FOR AGE DISCRIMINATION COLUMBUS , Ohio – The threat of age discrimination against American workers seems to peak about age 50 and then again when workers near retirement age, according to a new study of validated discrimination claims.The first spike of age discrimination claims seems to hit just when workers are entering their prime earning years and their salaries are increasing the most, said Vincent Roscigno, co-author of the study and professor of sociology at Ohio State University.

The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA's protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.

In Fiscal Year 2006, EEOC received 16,548 charges of age discrimination. EEOC resolved 14,146 age discrimination charges in FY 2006 and recovered $51.5 million in monetary benefits for charging parties and other aggrieved individuals (not including monetary benefits obtained through litigation).

The USA has made little progress in this area that impacts all developed nations. The United Kindom seems to have made the most progress in facing the realities and passing new regulations with their; 2006 Age Equality and Diversity Regulations.

In the article Age discrimination: the battle begins, the author states, “Laws against discrimination on grounds of sex or race have been with us for 30 years, yet the most widespread discrimination of all, that of age – particularly against older people – has carried on unchecked. Until now.”

The APA uses statistical sampling to insure reasonable equality between genders and marital status during the interview and hiring process for college professors.

Most interesting was the fact that the Age of applicants was the most important discriminate variable (not gender or minority status). Bottom line: people over 50 were unable to obtain job interviews while the younger people under age 30 obtained an average of 3 interviews.

Committee on the Status of Women and Minority Groups

2002-2003 Placement Report Division of Professional Matters of the American Philological Association (APA)

The CSWMG is mandated by the APA to monitor actively both the fairness of the employment process and hiring institutions’ compliance with professional ethical standards within American member Universities. In this capacity, the CSWMG produces an annual report on the previous year’s job placements.
When analyzing the data concerning interviews and hires, it is important to keep in mind the broad outlines of demographic breakdowns above. Since, for example, women made up roughly 40% of the candidates, as well as 37% of the candidates attending the meetings, we would expect them to obtain roughly 40% of the available interviews and jobs.

Last year’s report raised the point that age discrimination appears to be a problem at the interview stage, and this year’s figures support such a conclusion. Candidates under the age of thirty averaged 3.3 interviews, and those aged 30-39 averaged 3.0. By contrast, candidates aged 40-49 averaged 1.1, and those aged 50-59 averaged only 0.1.

While some of this sharp drop can be explained by the fact that candidates tend to apply for fewer jobs as they advance in age, that is not the sole cause. Those candidates over the age of 40 who applied for more than 20 positions averaged far fewer interviews than their younger counterparts, as did those who applied for more than 10 positions. The committee study concluded,“It appears that institutions are hesitant to interview candidates over the age of 40.”

It appears? How could it be any clearer, when rarely was a qualified canidate over 50 even interviewed!

Court Broadens Scope of Age-Discrimination Protections

Article Excerpts Published: March 30, 2005 The New York Times

Workers who sue their employers for age discrimination need not prove that the discrimination was intentional, the Supreme Court ruled on Wednesday.
Adopting a pro-worker interpretation of the federal law that prohibits age discrimination in employment, the 5-to-3 decision held that employees can prevail by showing that a policy has a discriminatory impact on older workers, regardless of the employer’s motivation.

The decision removed the requirement, imposed by a number of lower federal courts, that employees produce the equivalent of a smoking gun in order to win an age discrimination suit. Since discrimination on the job is often subtle, and proof of motivation often elusive, the need to demonstrate intentional discrimination has led to the dismissal of many lawsuits before trial.

But the Supreme Court’s decision, in an opinion by Justice John Paul Stevens, did not leave employers defenseless. They will be able to defend themselves by proving that a challenged policy was based on “reasonable factors other than age.”

In fact, the court accepted that defense in the case at hand, a lawsuit brought by a group of older police officers in Jackson, Miss., who challenged the city’s decision to give proportionately more generous raises to officers with less than five years on the force, most of whom were younger.

In another case involving age discrimination in the workplace, a federal district judge on Wednesday blocked a Bush administration rule that would have allowed employers to reduce or eliminate health benefits for retirees when they reach age 65.