Age Bias during Hiring
How the article points to discrimination against older workers
Reading the article, one can see that the article by the title New Evidence on Age Bias in Hiring, and a Push to Fight It points to discrimination against older workers in many American businesses. In essence, the article mentions specific cases in which people have been prevented from getting employment opportunities after they reveal their ages. The author writes that ‘“My interview was going well until the interviewer asked me my age,” he stated (Cohen, 2019). After he answered, he said, he was shown the door’. This excerpt is about an individual that was looking for employment but due to his senior age, he could not proceed with the interview. The article also mentions that ‘So even though the ad specified that applicants should have no more than seven years of experience’ (Cohen, 2019). This is evidence from the article that shows how it points to discrimination against older people when American companies want to hire.
The use of statistics in the article confirms that the article points to age discrimination against older job seekers. The author writes that ‘Older workers are much more likely to wrestle with prolonged joblessness than younger ones, according to the Bureau of Labor Statistics’ (Cohen, 2019). The statement enables the article to prove that many companies prefer to hire younger people as compared to older citizens. Also, the author mentions about the way companies simply ignore the job applications of individuals who are more than 40 years old (Cohen, 2019). She writes that when random fictitious applications were sent to different companies in the study, the older applicants received fewer callbacks than the younger ones. From these observations, a reader can see how the article discusses the issue of discrimination against older job seekers by a lot of American companies.
Why the Points Set Forth do not Point to Discrimination
From another perspective, a reader can argue that the points raised in the article do not point to discrimination against older people during recruitment. Notably, though it mentions that firms lockout senior citizens during recruitment, the article does not mention a case in which older people have been dismissed from work for being old. From this observation, it is not easy to prove that the firms practice age discrimination.
It is worth noting that the article does not link the practices of locking out elderly people from positions of employment to any particular legal framework. The author simply highlights random cases of people who have not got opportunities to get hired after sending applications (Cohen, 2019). The stories have also been mentioned from only the points of view of the affected people. The author has not let the readers know about the positions of the mentioned firms regarding why they chose to disqualify the mentioned people. There could be more reasons that led to the decisions that the firms made. From this reasoning, it is notable that the article points to taste discrimination.
The arguments raised in the article do not address the respective company policies of the firms mentioned. It is worth noting that each company has specific guidelines that govern how it hires and manages its labor force (Schiemann, 2014). The firms may specify the kind of employees they want, which may not necessarily be tied to age. The people mentioned in the article may have failed to meet one or several of the qualifications to get hired in the respective companies. Since the author of the article did not set out to identify the organizational practices and policies of the firms, the points raised do not necessarily show age discrimination against older people.
Banning Employers from Asking about Age in Job Applications
Since the article mentions that a lot of employers ask about the age of a job applicant to use it as a tool to lock them out of employment, proposals regarding the abolition of this question have been mentioned. Notably, companies normally want to know more about their potential employees during the recruitment process. They ask personal questions like date of birth, date of graduation, and other details so that they can use them to scrutinize the abilities of the person in handling the tasks that are connected to the respective positions that they seek. It is a common practice and employers have been doing this for many years. On this note, it is not illegal for employers to ask about the age of applicants.
Banning employers from asking about age during job applications can be a way to counter the practice of discriminating against job seekers in the country. Though it is common, most employers want to know the ages of their candidates to use it against them (Baert, Norga, Thuy & Van Hecke, 2016). It would be the best solution for both the older workers and the economy of the country because these are essential people in the workforce, owing to their many years of experience. In essence, reports indicate that in the coming years the country will experience an increase in the number of senior citizens. If the practice of discriminating against old age will continue, the country is set to lose a lot because there will not be enough people in the workforce. To avoid this problem in the long-term, employers should be encouraged to avoid asking about the ages of the job candidates and focus on the qualifications and experience of these people. Age should not be used as a tool to prevent people from accessing employment opportunities if they qualify.
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