Age Discrimination and Stereotypes

Iparraguirre, José Luis

doi:10.1007/978-3-030-29019-1_3

Cited by 2 publications

(3 citation statements)

References 84 publications

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“…This was reflected in the hypothetical hiring decisions as well, as the selection rate declined significantly with age in Germany. 25…”

Section: Agementioning

confidence: 99%

“…Rudolph et al (2009) provide a similar type of meta-analysis of studies of discrimination against obese job applicants. The authors note that obesity can be associated with unattractiveness, moral or emotional impairment, unhappiness, higher absenteeism, and lower acceptance by coworkers, emphasizing the issue of whether studies 25 An interesting twist was that the respondents were also asked to indicate an appropriate wage range for the candidate. Conditioning on these wage ranges increased the evidence of discrimination in selection against older workers.…”

Section: Looks and Obesitymentioning

confidence: 99%

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Experimental Research on Labor Market Discrimination

Neumark

2018

Journal of Economic Literature

338

164

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Understanding whether labor market discrimination explains inferior labor market outcomes for many groups has drawn the attention of labor economists for decades— at least since the publication of Gary Becker’s The Economics of Discrimination in 1957. The decades of research on discrimination in labor markets began with a regression-based “decomposition” approach, asking whether raw wage or earnings differences between groups—which might constitute prima facie evidence of discrimination—were in fact attributable to other productivity-related factors. Subsequent research—responding in large part to limitations of the regression-based approach—moved on to other approaches, such as using firm-level data to estimate both marginal productivity and wage differentials. In recent years, however, there has been substantial growth in experimental research on labor market discrimination—although the earliest experiments were done decades ago. Some experimental research on labor market discrimination takes place in the lab. But far more of it is done in the field, which makes this particular area of experimental research unique relative to the explosion of experimental economic research more generally. This paper surveys the full range of experimental literature on labor market discrimination, places it in the context of the broader research literature on labor market discrimination, discusses the experimental literature from many different perspectives (empirical, theoretical, and policy), and reviews both what this literature has taught us thus far, and what remains to be done. (JEL C93, J14, J15, J16, J23, J41, J71)

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“…This was reflected in the hypothetical hiring decisions as well, as the selection rate declined significantly with age in Germany. 25…”

Section: Agementioning

confidence: 99%

Section: Looks and Obesitymentioning

confidence: 99%

Experimental Research on Labor Market Discrimination

Neumark

2018

Journal of Economic Literature

338

164

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“…Nevertheless, some studies indicate a correlation between ageism and employee dedication [29].Despite the broad in uence of ageism, a consensus remains elusive, with human resources professionals often giving minimal attention to employee job satisfaction and seldom addressing legal causation [30,31,32,33]. Additionally, some studies link ageism with factors such as higher education and income, which inversely correlate with discrimination [34,35,37]. For older job seekers, concealing their age may aid in resume screening and subsequently enhance hiring rates [36].…”

Section: Theoretical Backgroundmentioning

confidence: 99%

The Prevalence of Ageism in the Chinese Workplace: Investigating the Impact of the "Retirement" Age at 35 Years Old on Job Seekers

LI,

Tang

2023

Preprint

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Background This study explores age discrimination's profound impact on job seekers aged 35+ in China. Despite their experience, they encounter unfair treatment and missed opportunities due to their age, resulting in stress and diminished mental well-being. This bias further erodes the motivation of experienced workers, ultimately hampering the efficiency of companies. The Chinese government's 35-year age limit for certain roles fuels ageism, reinforcing biased stereotypes. Methods This study investigates the influence of age discrimination on HR choices by employing mediators: perceived stereotypes (PS) and perceived age bias (PAB). The connections between these variables are analyzed using structural equation modeling (SEM), revealing the intricate impact of ageism on the dynamics of decision-making. Results The findings of this study reveal pivotal insights. Age discrimination exerts a significant influence on mental well-being (MWB) and shapes prejudiced hiring choices. Perceived stereotypes (PS) strongly impact recruitment decisions (DTH), alongside perceived age bias (PAB). Notably, these relationships exhibit substantial statistical significance (p < 0.01), some demonstrating even higher significance (p < 0.001). What is more, gender moderates these effects, shedding light on nuanced dynamics within age bias effects. Conclusion This inquiry uncovers harmful effects of age bias on job seekers aged 35+ in China. The unfair treatment arising from age-related factors generates stress, affecting mental well-being. Ageism permeates into the realm of hiring decisions, where stereotypes and bias wield influence over the choices made. The findings underscore the urgency of addressing age discrimination's repercussions on both individual well-being and organizational efficiency. The research enhances understanding of ageism's effects on individuals and workplaces in China.

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Age Discrimination and Stereotypes

Cited by 2 publications

References 84 publications

Experimental Research on Labor Market Discrimination

Experimental Research on Labor Market Discrimination

The Prevalence of Ageism in the Chinese Workplace: Investigating the Impact of the "Retirement" Age at 35 Years Old on Job Seekers

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