Inclusive Recruitment? Hiring Discrimination Against Older Workers

Drydakis, Nick; MacDonald, Peter; Bozani, Vasiliki; Chiotis, Vangelis

doi:10.2139/ssrn.3029828

Cited by 6 publications

(13 citation statements)

References 18 publications

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“…Based on these outcomes, it can be suggested that (older) age affects workplace outcomes for both older men and women, as well as for both older majority and minority racial groups. These patterns highlight that the prevalence of age stereotypes and a history of bias against older people cannot be easily reversed by passing legislation (Drydakis et al, 2017). The outcomes of the present study are in line with the evidence from the EU and US field experiments reviewed in this paper (Riach and Rich, 2006a;2007a;Ahmed et al, 2012;Riach, 2015;Neumark et al, 2016;Carlsson and Eriksson, 2017).…”

Section: Outcomes Evaluationsupporting

confidence: 88%

“…In the UK, Drydakis et al (2017) estimated age discrimination for men and women in office, factory and sales jobs. The latter study postulated that age discrimination is present even in firms where HR departments exist and provide equal opportunities.…”

Section: Field Experiments On Agementioning

confidence: 99%

“…The study concentrated on low-skilled jobs in the private sector as this group was expected to be more at risk of age discrimination (Drydakis et al, 2017;2018a;b). Pairs of applications were sent to employers with a variety of job openings for restaurant-café employees, and sales assistants in England, with no higher education requirements.…”

Section: Experiments' Structurementioning

confidence: 99%

“…The success of inclusive policies lies in ensuring that within firms both employers and employees can present their interests and, through social dialogue, arrive at practices which are beneficial for all. It is suggested that social dialogue should be a critical part of the process of changing attitudes and establishing more inclusive employment, as it gives participants the chance to raise issues and negotiate solutions (Drydakis et al, 2017).…”

Section: Policy Implicationsmentioning

confidence: 99%

See 3 more Smart Citations

A field study of age discrimination in the workplace: the importance of gender and race‒pay the gap

Drydakis

Paraskevopoulou

Bozani

2022

Self Cite

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PurposeThe study examines whether age intersects with gender and race during the initial stage of the hiring process and affects access to vacancies outcomes and wage sorting.Design/methodology/approachIn order to answer the research question, the study collects data from four simultaneous field experiments in England. The study compares the labour market outcomes of younger White British men with those of older White British men and women, and with those of older Black British men and women. The study concentrates on low-skilled vacancies in hospitality and sales in the private sector.FindingsThe results of this study indicate that older White British men and women, as well as older Black British men and women, experience occupational access constraints and are sorted into lower-paid jobs than younger White British men. The level of age discrimination is found to be higher for Black British men and women. In addition, Black British women experience the highest level of age discrimination. These patterns may well be in line with prejudices against racial minority groups and stereotypical sexist beliefs that the physical strengths and job performance of women decline earlier than those do for men.Practical implicationsIf prejudices against older individuals are present, then anti-discrimination legislation may be the appropriate response, especially for racial minorities and women. Eliminating age discrimination in selection requires firms to adopt inclusive human resources (HR) policies at the earliest stages of the recruitment process.Originality/valueThis research presents for the first-time comparisons of access to vacancies and wage sorting between younger male racial majorities and older male racial majorities, older female racial majorities, older male racial minorities, and older female racial minorities. In addition, the driven mechanism of the assigned differences is explored. Because the study has attempted to minimise the negative employer stereotypes vis-à-vis older employees, with respect to the employees' motivation, productivity, and health, such prejudices against older individuals may be considered taste-based discrimination.

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Section: Outcomes Evaluationsupporting

confidence: 88%

Section: Field Experiments On Agementioning

confidence: 99%

Section: Experiments' Structurementioning

confidence: 99%

Section: Policy Implicationsmentioning

confidence: 99%

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A field study of age discrimination in the workplace: the importance of gender and race‒pay the gap

Drydakis

Paraskevopoulou

Bozani

2022

Self Cite

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“…It is worthy to note here, however, that although organizations seem to train their professionals on how to avoid potential errors of judgment (Krause & Thornton, 2009), knowing about these errors does not necessarily result in an actual behavior change (Noon, 2018) and Study 2 attests to this point. Instead, written commitments to equal treatment of all workers might help reduce bias against older candidates (Drydakis et al, 2017).…”

Section: Discussionmentioning

confidence: 99%

Old, but gold? A dual‐pathway model of age bias in personnel selection decisions

Fatfouta

Ghoniem

2021

Applied Psychology

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We present a dual‐pathway model that differentiates two underlying mechanisms by which age affects selection decisions. In two experimental studies, one with lay persons (n = 316) and one with experienced Human Resource professionals (n = 103), we demonstrate that the relationship between older age and hireability is negatively mediated by perceived appearance, indicating that older candidates receive less favorable ratings because they are perceived as being less physically appealing. Moreover, we demonstrate that the relationship between older age and hireability is positively mediated by perceived experience, indicating that older candidates receive more favorable ratings because they are perceived as being more experienced. Importantly, these two pathways neutralize each other, yielding a null effect when their effects are neglected.

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Mandatory and Statutory Retirement Ages

Huang

2021

Encyclopedia of Gerontology and Population Aging

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Inclusive Recruitment? Hiring Discrimination Against Older Workers

Cited by 6 publications

References 18 publications

A field study of age discrimination in the workplace: the importance of gender and race‒pay the gap

A field study of age discrimination in the workplace: the importance of gender and race‒pay the gap

Old, but gold? A dual‐pathway model of age bias in personnel selection decisions

Mandatory and Statutory Retirement Ages

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