It’s your opportunity to demand that the EEOC properly enforce the Age Discrimination in Employment Act of 1967. The Strategic Plan is a framework for the allocation of EEOC resources. You can be sure that employers and their advocates will weigh in.
In recent years, the EEOC has become a lap dog to corporate interests.
A main focus of the EEOC today is providing free mediation to resolve discrimination complaints. Mediation outcomes almost always favor the company – not clueless, unrepresented discrimination victims – while saving employers potentially millions of dollars. For good measure, the EEOC assures discriminatory employers anonymity so that workers back at the farm will remain ignorant.
Illegal age discrimination in hiring is rampant and is particularly bad for older women.
These conclusions were reached in a study released Monday by three economists – David Neumark and Ian Burn of the University of California at Irvine and Patrick Button of Tulane University.
The researchers sent out fictional resumes in response to 40,000 job ads and found that callbacks were much higher for younger groups no matter what kind of job was being advertised. But older women had the fewest call backs. The study looked at a dozen cities, including New York, Chicago, Los Angeles and Boston. Here are some of the study findings:
“First, for the one occupation where we study both men and women – sales – we find considerably stronger evidence of discrimination against older women than older men; indeed if one emphasizes the evidence from the unobservables correction, there is evidence of age discrimination only for women. “
“ … more generally across the many analyses we present, the evidence of age discrimination against older women is strong and robust, while the evidence for older men is less clear.”
“We only consistently find evidence of age discrimination for one of three occupations in which we study men (security), and in this case the evidence is not statistically strong.”
The higher rate of age discrimination for women may be the combination of age and sex discrimination, plus the impact of physical appearance.
Older women have the highest wage gap when compared to both men and women as a group.
The number of age discrimination complaints filed by older women with the U.S. Equal Employment Opportunity Commission has skyrocketed in recent years, raising questions about whether older women are being excluded from participation in the “new” economy.
One of the biggest problems facing older women is hiring discrimination, which involves both sex and age discrimination. This is particularly obvious in the high-tech sector. Google, for example, admitted in 2014 that women comprised only 30 percent of its workplace but the company was strangely silent about the age of its employees. A class action lawsuit earlier this year accused Google of gross age discrimination in hiring.
It seems obvious that older women are more adversely affected by the discriminatory hiring practices of America’s high tech industries.
Meanwhile,there has been a tremendous spike in age discrimination lawsuits filed by women in recent years. Cathy Vontrell-Monsees, senior counsel for the EEOC, told the National Press Foundation earlier this year that the percentage of age discrimination cases filed by women jumped from 32 percent in 2007 to 45 percent in 2013.
It should be noted that in the early years of the ADEA, which was passed in 1967, most workers who filed age discrimination lawsuits were white, male, middle managers or professionals over the age of 50. Only about 14 percent of claimants were women. Researchers theorized that female workers were less likely to file an ADEA lawsuit because they had lower wages and didn’t stand to gain as much. The increase in age discrimination complaints filed by women may also say something about how older men are faring in the workplace. Continue reading “Older Women Struggle in the Workplace”