Ageism in today’s job market has a range of detrimental emotional, psychological, and economic impacts on older job seekers aged 50-83. Even as such job seekers “de-age” their professional documents and online profiles, they still navigate misperceptions about older workers that disadvantage them in the recruitment and hiring process. While anecdotal evidence raises concerns about older job seekers’ equitable access to employment, empirical evidence documenting the impacts of ageism on this population remains limited, thus impeding the efficacy of their support systems. This article reports on progress from the qualitative case study that I designed for my CPED-informed Problem of Practice Dissertation that captured data from 30 job seekers, aged 50-83, through one-on-one interviews, focus groups, and questionnaires. This article offers preliminary findings from this research, documenting the negative financial, emotional, psychological, and physical effects of navigating persistent ageism for older job seekers.
The aging workforce faces obstacles in a youth-obsessed society. Ageist assumptions dominate the airwaves, where society celebrates youth while undervaluing older people. These stereotypes permeate as companies marginalize older people while sending veiled messages that diminish their worth. Older people endure barriers, whether seeking new opportunities or promotions. Ageism is widespread, and hiring and retention practices often neglect older workers. The disregard for more senior talent results from ageist stereotypes. These biases ignore older employees' worth. Employer mistreatment of older employees signals their lack of commitment to diversity. Employers must implement non-ageist HR initiatives while continuously holding themselves accountable for executing fair employment policies. This chapter explores ageist issues, controversies, problems, and steps employers must take to create and implement non-ageist hiring and retention policies to safeguard a diverse workforce.
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