Title: Age Discrimination Still Thrives in America
Headings: Workplace Age Discrimination Still Flourishes in America
Workplace Age Discrimination Still Flourishes in America
It's time to step up and stop the last acceptable bias
Ageism: An accepted bias
AARP Is fighting age discrimination
ADEA and flawed laws
"I was still on my game, but was being moved … to make room for someone younger."
The company perspective on age bias
EEOC: A watchdog loses its bark
"The EEOC has significantly elevated the attention the agency gives to age discrimination issues."
Video: How to fight age discrimination in the workplace
Working toward solutions for age discrimination
Special Report: Age Discrimination in America
Age bias appears in thousands of job listings
Learn the language of age discrimination in the workplace
Court cases can leave older workers with little to celebrate
AARP is fighting to protect older workers

Content: If you’re an older employee, it’s likely you’ll bear your share of age-related comments and jokes. And if you’re gunning for a promotion or heading into a job interview, you may feel compelled to touch up the gray, dress a bit younger and act like technology is your best friend. That’s because ageism in the workplace occurs every day across America, and it is tolerated or — even worse — unrecognized for what it truly is: discrimination, plain and simple. “Age discrimination is so pervasive that people don’t even recognize it’s illegal,” asserts Kristin Alden, an attorney specializing in employee rights at the Alden Law Group in Washington, D.C.
What immediately became apparent in my reporting is that, like other biases and discriminatory practices, ageism takes many forms. In the workplace, we found illegal age discrimination in three main areas: Recruitment and hiring, when younger applicants are shown favor simply because of their age. On-the-job bias, when older workers receive fewer training opportunities, promotions and rewards, or are harassed. Termination, when a company “freshens” its workforce or trims budget by targeting senior employees for layoffs or encouraging them to retire. Paul Rupert, of Respectful Exits, suggests — persuasively — that the problem emanates from our free-enterprise roots.