Age Discrimination Employment Age Discrimination Thesis

Experian, which combines IT for managing credit analysis and reporting, in addition to a strong finance focus, is particularly known for its internal cultural bias of choosing younger workers over older ones, with one market research manager in her 40s remarking how she excelled on a phone interview only to be rebuffed when she interviewed in person (Posthuma, Campion, 2009). Experian also is a company that as employees age seeks to move them outside the company either into other divisions or out of the company altogether.

Contrasting this mentality are those manufacturing companies including Boeing, who has a culture that hires older workers based on their expertise and knowledge, in addition to process-centric expertise for making the entire company more efficient. This is common to manufacturing companies (Crampton, Hodge, 2007). The stereotype of the older worker in manufacturing is valued vs. discriminated against (Posthuma, Campion, 2009).Conclusion

Age discrimination is a reality every worker over 40 faces in the United States and globally. The Age Discrimination in Employment Act of 1967 (ADEA) is often enforced by the EEOC yet has not changed the cultures of industries that favor younger over older workers for a variety of reasons. Finance and IT industries frequently discriminate on age, while manufacturing and government industries do not (Quan, Dattero, Galup, 2008).

References

Bibby, C. (2008). Should I Stay or Should I Leave? Perceptions of Age Discrimination, Organizational Justice, and Employee Attitudes on Intentions to Leave. Journal of Applied Management and Entrepreneurship, 13(2), 63-86.

Suzanne M. Crampton, & John W. Hodge. (2007). Age Discrimination and Downsizing. The Business Review, Cambridge, 7(1), 341-347.

Shari McMahan, & Dominick Sturz. (2006). Implications for an Aging Workforce. Journal of Education for Business, 82(1), 50-55.

Posthuma, R., & Campion, M.. ( Age.....