Employment Discrimination Against Older Workers

Bendick, Marc; Jackson, Charles W.; Romero, Jessie

doi:10.1300/j031v08n04_03

Cited by 126 publications

(30 citation statements)

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“…For instance, mixed-age teams maximize older workers’ duration of employment, and at least one audit study has found that lower levels of an organization’s age-discriminatory hiring practices correlate with higher levels of its overall success (Bendick et al, 1997; Centre for European Economic Research/ZEW, 2013). Nevertheless, approximately 60 percent of workplaces report intergenerational conflict (per a recent survey; Murphy, 2007), presenting managerial challenges for those attempting to reap the benefits of multiple-aged workplaces.…”

Section: An Uncharted Policy Issue: Intergenerational Workplace Intermentioning

confidence: 99%

Resource Scarcity and Prescriptive Attitudes Generate Subtle, Intergenerational Older‐Worker Exclusion

North

Fiske

2016

Journal of Social Issues

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Prior work describes specific, prescriptive resource tensions between generations, comprising active Succession, passive Consumption, and symbolic Identity (SCI; North & Fiske, 2013a, 2013b). The current paper focuses on how these domains potentially drive intergenerational exclusion in work-related networking and training spheres. Studies 1a–1c—each focusing on a different SCI domain—manipulated perceived resource availability between generations, then introduced a professional networking opportunity. Across studies, scarcity reduced the likelihood of young participants’ networking engagement with older workers who violated SCI resource expectations. Study 2 impelled participants to allocate scarce training resources among three similarly qualified but different-aged employees (younger, middle-aged, and older). Older workers received the lowest such investment, particularly among younger participants—an effect driven by Succession beliefs, per mediation analyses. Overall, the findings emphasize resource tensions in driving older workers’ subtle exclusion by younger generations; minimizing such tensions will be critical for aging, increasingly intergenerational workplaces.

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Section: An Uncharted Policy Issue: Intergenerational Workplace Intermentioning

confidence: 99%

Resource Scarcity and Prescriptive Attitudes Generate Subtle, Intergenerational Older‐Worker Exclusion

North

Fiske

2016

Journal of Social Issues

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“…A qualitative summary of organizations that have made older workerfocused changes, such as altering ergonomics and targeting older worker-specific skills, indicates bottom-line gains in both profits and employee retention (North & Hershfield, 2014). Moreover, those who successfully avoid agediscriminatory hiring practices experience higher levels of overall success-in terms of employment desirability, industry reputation, and sales and profits rankings (Bendick, Jackson, & Romer, 1997). However, at the same time, older workers are statistically more likely to become disabled and therefore protected by ADA, which presents potential costs down the road, and contributes to reluctance among employers to hire them (Neumark, Song, & Button, 2015).…”

Section: A Practical Need To Accommodate Older Workersmentioning

confidence: 99%

Intergenerational resource tensions in the workplace and beyond: Individual, interpersonal, institutional, international

North

Fiske

2015

Research in Organizational Behavior

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“…Another potential limitation is that audit studies focus on entrylevel jobs (where employers are unlikely to conduct extensive background checks on applicants): An older worker who is (still) applying for low-level jobs may be considered as having revealed low potential, whereas applications by younger workers may be regarded as typical of early career stages (Lahey 2008). Despite these complications, several studies have studied age discrimination using audit designs and practically all of them conclude that older workers face substantial discrimination in the hiring process (Bendick et al 1997(Bendick et al , 1999Rich 2006, 2007a,b;Lahey 2008).…”

Section: Age Discrimination and Feedback Effects Of Retirement Patternsmentioning

confidence: 99%

Late-career Risks in Changing Welfare States

Heisig¹

2015

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For quite some time, a key finding and theoretical puzzle in comparative welfare state research was welfare states' remarkable stability. In the last decade, however, it has become clear that advanced welfare states were (far) less immovable than they seemed at first. In fact, speaking of changing welfare states captures much better the actual reforms that were taking place. This series is about the trajectories of those changes. Have there been path-breaking welfare innovations or are the changes incremental instead? Are welfare states moving in a similar or even convergent direction, or are they embarking on divergent trajectories of change? What new policies have been added, by which kind of political actors, how, and with what consequences for competitiveness, employment, income equality and poverty, gender relations, human capital formation, or fiscal sustainability? What is the role of the European Union in shaping national welfare state reform?This series answers these and related questions by studying the socioeconomic, institutional and political conditions for welfare state change, its governance, and its outcomes across a diverse set of policy areas. The policy areas can address traditional "old" social risks like old age, unemployment, sickness (including the health care system), disability and poverty and inequality in general, or "new" social risks that have arisen mainly due to post-industrialization, such as reconciling work and family life, non-standard employment, and low and inadequate skills. In addition to focusing on the welfare state more narrowly defined, the series also welcomes publication on related areas, such as the housing market. The overriding objective of the series is tracing and explaining the full trajectories of contemporary welfare state change and its outcomes. Editors of the series

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Employment Discrimination Against Older Workers

Cited by 126 publications

References 1 publication

Resource Scarcity and Prescriptive Attitudes Generate Subtle, Intergenerational Older‐Worker Exclusion

Resource Scarcity and Prescriptive Attitudes Generate Subtle, Intergenerational Older‐Worker Exclusion

Intergenerational resource tensions in the workplace and beyond: Individual, interpersonal, institutional, international

Late-career Risks in Changing Welfare States

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