Does Ageist Language in Job Ads Predict Age Discrimination in Hiring?

2021 ◽  
Author(s):  
Ian Burn ◽  
Patrick Button ◽  
Luis Munguia Corella ◽  
David Neumark
Keyword(s):  
Age Discrimination ◽  
Job Ads

scholarly journals Older Workers Need Not Apply? Ageist Language in Job Ads and Age Discrimination in Hiring

2019 ◽  
Author(s):  
Ian Burn ◽  
Patrick Button ◽  
Luis Felipe Munguia Corella ◽  
David Neumark
Keyword(s):  
Older Workers ◽  
Age Discrimination ◽  
Job Ads

scholarly journals Age discrimination at work and some reflections from job ads: The case of Turkey

2020 ◽  
Vol 28 (4) ◽  
pp. 162-169
Author(s):  
Fuat Man
Keyword(s):  
Design Method ◽  
Age Discrimination ◽  
Social Consequences ◽  
Future Research ◽  
Marmara Region ◽  
Job Seekers ◽  
Employment Agency ◽  
Discrimination Rate ◽  
Absolute Age ◽  
Job Ads

Purpose – to analyze the situation of age discrimination at work and to give some reflections from job ads in the case of Turkey. Design/Method/Approach of the research. This study presents a limited depiction of age discrimination occurring in Turkey by analyzing job ads. Findings. One of the most critical demographic issues for the entire world, especially for the advanced world, is aging. It is essential as it necessitates some critical regulations that have economic and social consequences. During this aging trend, job seekers over a certain age in labor markets face age discrimination. Although many countries, both developed and developing, have some legal regulations against age discrimination, it remains a crucial form of discrimination. Where we can easily see this kind of discrimination is job ads. This study examined more than fifteen hundred job ads posted by İŞKUR, state-affiliated Employment Agency of Turkey, for the cities of Marmara Region of Turkey were examined. Nearly 20% of all job ads is indicating some statement for age limit. Research limitations/Future Research. Although just the age value indicated by employers in the ads itself does not mean an absolute age discrimination rate, 20 % is a vital implication for that kind of discrimination, and also, this figure implies the need for detailed further studies. Paper type – empirical.

scholarly journals Older Workers Need Not Apply? Ageist Language in Job Ads and Age Discrimination in Hiring

2020 ◽  
Author(s):  
Patrick Button ◽  
Luis Munguia Corella ◽  
David Neumark ◽  
Ian Burn
Keyword(s):  
Older Workers ◽  
Age Discrimination ◽  
Job Ads

Age Discrimination: Annotated Questionnaire

2020 ◽  
Author(s):  
Rebecca Perron ◽  
G. Oscar Anderson
Keyword(s):  
Age Discrimination

scholarly journals The Social Patterns of Age Discrimination: An Analysis of the Macro-Perspective-Interpretations

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 327-327
Author(s):  
Stefan Hopf
Keyword(s):  
Age Discrimination ◽  
Point Of View ◽  
Social Discourse ◽  
Structured Interviews ◽  
Social Patterns ◽  
Equal Importance ◽  
The Social ◽  
Legal Frameworks ◽  
Implicit And Explicit ◽  
Interpretation Patterns

Abstract Modern societies can be regarded as service economies, consequently accessing services is an essential part of social and economic participation. Direct and indirect indiscrimination act as barriers to accessing and using services and one way to address these barriers is to implement anti-discrimination legislation and policy. From a sociological point of view, such policies and legal frameworks can be described as elements of the social discourse in these areas. These texts, along with their implicit and explicit interpretations of the problem, represent the official and legitimised stake of the socially available stock of knowledge of what constitutes age discrimination. Hence the shape and contribute to the general understanding of age discrimination. The study aims to investigate the interpretation patterns offered by the “supply” side, that is by those actors who in their work refer to but also (re-) shape and disseminate the problem interpretation contained in the official texts. To address this aim, focus groups with stakeholders and semi-structured interviews with legal and policy experts were conducted in Austria and Ireland. The findings highlight that experts and stakeholders’ definitions of age discrimination usually extend past legal and policy concepts. The expert and stakeholder approaches differ in their starting points for describing the problem, ranging from vulnerability considerations to human rights-based concepts and more structurally orientated needs-based criteria. Finally, the analysis also reveals a central distinguishing feature of age discrimination, namely the “de-temporalization” and “de-historicization” of the person, which is of equal importance as the de-individualization as a consequence of stereotyping

Sign in / Sign up

Export Citation Format

Share Document