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 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

How do employers think about older workers?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hila Axelrad ◽  
Alexandra Kalev ◽  
Noah Lewin-Epstein
Keyword(s):  
Older People ◽  
Thematic Analysis ◽  
Older Workers ◽  
Design Methodology ◽  
Age Discrimination ◽  
Retirement Age ◽  
Structured Interviews ◽  
Content Type ◽  
Pension Income ◽  
Significant Barrier

PurposeHigher pensionable age in many countries that are part of Organization for Economic Co-operation and Development (OECD) and a shrinking pension income force older people to postpone their retirement. Yet, age-based discrimination in employers' decisions is a significant barrier to their employment. Hence, this paper aims to explore employers' attitudes regarding the employment of workers aged 60–70, striving for a better understanding of age discrimination.Design/methodology/approachThe authors used a thematic analysis of semi-structured interviews with 30 managers, experts and employees in retirement age in Israel.FindingsFindings reveal a spectrum of employers' attitudes toward the employment of older workers. The authors' analytical contribution is a conceptual typology based on employers' perceived ability to employ older workers and their stated attitudes toward the employment of older workers.Social implicationsThe insights that emerge from this research are fundamental for organizational actors' ability to expand the productive, unbiased employment of older workers.Originality/valueBy understanding employers' preferences and perspectives and the implications on employers' ability and/or willingness to employ older workers, this research will help policymakers formulate and implement policy innovations that address these biases.

Some Useful Sources

2016 ◽  
Vol 15 (4) ◽  
pp. 691-694
Author(s):  
Michael McGann ◽  
Dina Bowman ◽  
Simon Biggs ◽  
Helen Kimberley
Keyword(s):  
Social Policy ◽  
Human Resource ◽  
Older Workers ◽  
Population Ageing ◽  
Age Discrimination ◽  
Retirement Age ◽  
Early Exit ◽  
Research Areas ◽  
Policy Debates ◽  
Working Lives

Issues related to population ageing and longer working lives span diverse research areas and are linked to a number of conceptual and policy debates. Here we provide details of texts which allow quick access to key debates in the different domains covered by the contributions. We focus first on social policy, retirement and pensions. We then provide key sources on the changing experiences and perceptions of retirement; age-discrimination, human resource management and older workers; and early exit, mature-age unemployment and activating older workers.

scholarly journals AGE DISCRIMINATION IN AUSTRALIAN WORKPLACES: EXPERIENCES OF OLDER WORKERS

2018 ◽  
Vol 2 (suppl_1) ◽  
pp. 797-797
Author(s):  
D Black ◽  
K M O’Loughlin ◽  
H L Kendig ◽  
R Hussain
Keyword(s):  
Older Workers ◽  
Age Discrimination

Experimental Age Discrimination Evidence and the Heckman Critique

2016 ◽  
Vol 106 (5) ◽  
pp. 303-308 ◽  
Author(s):  
David Neumark ◽  
Ian Burn ◽  
Patrick Button
Keyword(s):  
Older Women ◽  
Older Workers ◽  
Capital Investment ◽  
Large Scale ◽  
Past Research ◽  
Age Discrimination ◽  
Scale Field ◽  
Large Scale Field ◽  
Similar Experience ◽  
Robust Evidence

We design and implement a large-scale field experiment on age discrimination to address limitations of past research that may bias their results. One limitation is the practice of giving older and younger applicants similar experience in the job to which they are applying, to make them “otherwise comparable.” The second limitation is ignoring the likelihood of greater variation in unobserved differences among older workers owing to human capital investment. Based on evidence from over 40,000 job applications, we find robust evidence of age discrimination in hiring against older women, but considerably less evidence of age discrimination against older men.

The Impact of Legal Age Discrimination on Women in Professional Occupations

2001 ◽  
Vol 11 (2) ◽  
pp. 331-348 ◽  
Author(s):  
Nancy B. Kurland
Keyword(s):  
Decision Making ◽  
Gender Discrimination ◽  
Older Workers ◽  
Work Force ◽  
Age Discrimination ◽  
Common Pattern ◽  
Disparate Treatment ◽  
The Impact

Abstract:This paper describes how anticipated age discrimination in the form of disparate treatment induces behavior that in effect constitutes gender discrimination. Potential employers often exhibit a common pattern of behavior that acts to discriminate against older workers entering a specific workplace. Women, at a decision-making point early in their lives, are aware of this pattern of discrimination. They perceive that it is important for them to establish their careers before they have a family because it will be more difficult for them to enter the work force at a later age and excel at their careers. This anticipated age discrimination disparately impacts women, resulting in gender discrimination.

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