Age: It’s been called “the last taboo” and the “final frontier of acceptable discrimination” for good reason. We’re often judged by it, and discrimination based on it can have harmful consequences — especially in the workplace.
Just ask the BBC. In recent months, the organization has been accused of ageism for replacing Arlene Phillips, a 66-year old judge on a popular dancing show in the UK, with former contestant Alesha Nixon, who is less than half of Phillip’s age. Critics decry the move as symptomatic of widespread discrimination at the BBC towards older females — a problem which has reportedly led other TV personalities like Anna Ford and Moira Stuart to quit the BBC.
While Phillips has put a public face on the problem of ageism in the workplace, the issue is more widespread than a media debacle. According to a March 2009 bulletin from the American Association of Retired People (AARP), age discrimination claims are on the rise in the U.S. From September 2007-2008, about 24,580 charges were filed with the Equal Employment Opportunity Commission (EEOC) — a 29 per cent jump over previous years. Current statistics aren’t available yet, but the trend is expected to continue thanks to the struggling economy.
Who was hardest hit? Middle aged men — though experts aren’t sure if the numbers are due to age-targeted layoffs or if men are more likely to sue because their job prospects are grim. However, these numbers could be just the tip of the proverbial iceberg: most cases of ageism in the workplace aren’t detected, let alone prosecuted. Despite new legislation introduced in many countries over the past decade, ageism remains very tricky to prove. (Read the bulletin here.)
The numbers in Canada aren’t encouraging either. In a recent poll on ageism conducted by CARP (Canada’s Association for Older Canadians), two thirds of CARPAction readers reported having experienced ageism — like being the butt of a joke or receiving poor service. One in five participants felt that they lost a job or a promotion because of it. (Read the full analysis here.)
A company’s culture can also put older workers at a disadvantage by not allowing flexible schedules or part-time work — which many baby boomers are seeking. “Phasing” out employees or mandatory retirement ages are also discriminatory measures which advocacy groups like CARP continue to fight.
Worse yet — when mature workers lose their jobs, it’s much harder for them to find another position. According to a recent article in the New York Times, unemployed workers between the ages of 55 and 64 have a longer and more difficult job search than their younger colleagues. It can take up to 30 weeks for an “older worker” to find a new job — that’s three times longer than the average time it takes someone in the 25 to 34 age group to find new employment.
De-bunking the misconceptions
