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Age Bias and Employment Discrimination

Statistic # 2358

According to a 2008 AARP survey of older workers, "African American workers are twice as likely to say that they have personally been the victims of workplace discrimination on the basis of their race or ethnicity (16%) than because of their age (8%)." (p. 105)

Groeneman, S. (2008). Staying ahead of the curve 2007: The AARP work and career study. Washington, D.C.: AARP. Retrieved from http://assets.aarp.org/rgcenter/econ/work_career_08.pdf

Interviews were completed for a nationally representative sample of workers ages 45 to 74, including those who are currently employed and those who are unemployed but looking for work.1500 telephone interviews were conducted from April 13 through May 21, 2007. Additional interviews were completed with African Americans and Hispanics.

Age Bias and Employment Discrimination

Statistic # 1632

When asked what were some disadvantages of hiring older workers, only 7% of HR professionals responded that older workers do not work well with other generations; 19% responded that there are no disadvantages.

Collison, J. (2003). Older workers survey. Alexandria, VA: Society for Human Resource Management Research Department.

“Invitations went out to 2,500 SHRM members with 357 invitations returned. The survey received a 20% response rate, with 428 HR professionals completing it. The following report analyzes the results of the survey. It contains numerous tables and charts that capture the participants’ responses and includes a copy of the survey questionnaire at the end. The results are first analyzed by overall responses and then by industry, size, and sector.” (p. v)

Age Bias and Employment Discrimination

Statistic # 1631

When HR professionals were asked what they view as disadvantages of hiring older workers, the most frequently indicated was that they do not keep up with technology (53%), followed by older workers cause expenses such as health care cost to rise (36%) and older workers are less flexible compared to younger workers (28%), according to a 2003 SHRM report.

Collison, J. (2003). Older workers survey. Alexandria, VA: Society for Human Resource Management Research Department.

Age Bias and Employment Discrimination

Statistic # 1623

According to the 2006 National Study of Business Strategy and Workforce Development, 25.9% of employers stated they have increased training and cross-training efforts to 'a great extent' for early career [younger cohort employees] compared to 16.9% for later career [older cohort employees].

Pitt-Catsouphes, M., Matz-Costa, C., Kane, K. & Smyer, M. (2006). [Analysis of data from the Boston College National Study of Business Strategy and Workforce Development]. Unpublished raw data.

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work / Workplace Flexibility at Boston College. Data on employer response to the aging workforce was gathered for a sample of 578 nongovernmental organizations within 50 or more employees.

Age Bias and Employment Discrimination

Statistic # 1604

In the 2007 National Study of Business Strategy and Workforce Development, 26.5% of employers responded that it is "true/very true" that early-career employees have a high rate of absenteeism due to illness, compared to 16.9% for mid- and 20.7% for late-career employees. (p. 20)

Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

Age Bias and Employment Discrimination

Statistic # 1596

According to the National Study of Business Strategy and Workforce Development, similar percentages of employers responded that it is "very true" that late-career employees take initiative (32.1%) as did those who reported that this is "very true" for early-career and mid-career employees, with 30.7% and 34.5% respectively. (p. 8)

Age Bias and Employment Discrimination

Statistic # 1595

According to analysis of the National Study of Business Strategy and Workforce Development, employers were more likely to report the perception that late-career employees were reluctant to try new technology (44.0%), were more likely to be burned out (37.7%), and were more likely to be reluctant to travel (28.1%), compared to their perceptions about early- or mid-career employees. (p. 21)

Age Bias and Employment Discrimination

Statistic # 1590

"According to analysis of the National Study of Business Strategy and Workforce Development, employers were more likely to report that they have offered on the job training to their early-career (88.1%) and mid-career (82.7%) employees than to their late-career employees (73.4%) in response to the changing age demographics of the workforce. Less than half of the employers reported that they offer career counseling to employees at any stage, and they were less likely to offer this to late-career employees than early-career and mid-career employees. Finally, although nearly half (45.5%) of the employers stated that they offer mentoring to their late-career employees, organizations were more likely to provide this degree of mentoring to early-career employees than to mid-career employees and late-career employees" (p. 14)

Age Bias and Employment Discrimination

Statistic # 1633

When asked what were some disadvantages of hiring older workers, less than 30% of HR professionals responded that older workers do not have the same drive as younger workers (14%), older workers are less flexible compared to younger workers (28%), and older workers require more training than employees of other generations (14%). (chart 3).

Collison, J. (2003). Older workers survey. Alexandria, VA: Society for Human Resource Management Research Department.

“Invitations went out to 2,500 SHRM members with 357 invitations returned. The survey received a 20% response rate, with 428 HR professionals completing it. The following report analyzes the results of the survey. It contains numerous tables and charts that capture the participants’ responses and includes a copy of the survey questionnaire at the end. The results are first analyzed by overall responses and then by industry, size, and sector.” (p. v)

Age Bias and Employment Discrimination

Statistic # 1645

Although more than half of the organizations in a 2007 national study reported that they had taken steps to a "moderate" or "great extent" to recruit employees of diverse ages, approximately one quarter (25.1%) said it was "true/very true" that their organizations were reluctant to hire older workers. (p. 11)

Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

Age Bias and Employment Discrimination

Statistic # 2347

According to a 2008 AARP survey of older workers, the two types of age discrimination most likely to have affected older workers over the course of their work lives include "not getting hired for the job because of age" (15%) and "being passed up for a promotion or chance to get ahead because of age" (10%). (p. 83)

Groeneman, S. (2008). Staying ahead of the curve 2007: The AARP work and career study. Washington, D.C.: AARP. Retrieved from http://assets.aarp.org/rgcenter/econ/work_career_08.pdf

Interviews were completed for a nationally representative sample of workers ages 45 to 74, including those who are currently employed and those who are unemployed but looking for work. 1500 telephone interviews were conducted from April 13 through May 21, 2007. Additional interviews were completed with African Americans and Hispanics.

Age Bias and Employment Discrimination

Statistic # 2346

According to a 2008 AARP survey of older workers, "thirteen percent of older workers say they have experienced some form of age discrimination during the past five years -- either not getting hired for a job (9%); being passed over for a promotion (5%), being denied access to training or personal development (3%); or being passed up for a raise (3%)." (p. 73)

Groeneman, S. (2008). Staying ahead of the curve 2007: The AARP work and career study. Washington, D.C.: AARP. Retrieved from http://assets.aarp.org/rgcenter/econ/work_career_08.pdf

Interviews were completed for a nationally representative sample of workers ages 45 to 74, including those who are currently employed and those who are unemployed but looking for work. 1500 telephone interviews were conducted from April 13 through May 21, 2007. Additional interviews were completed with African Americans and Hispanics.

Age Bias and Employment Discrimination

Statistic # 1946

According to a 2007 AARP survey, when asked about discrimination in the workplace, "workers 60 years and older were more likely to report having been exposed to unwelcome comments about their age than the 55-59 year old cohort (15% compared to 3%, respectively)." (p. 1)

Nelson, D. V. (2007) AARP bulletin poll on workers 50+: Executive summary. Washington DC: AARP Knowledge Management. Retrieved from http://www.aarp.org/research/work/employment/workers_poll.html

This telephone survey of a nationally representative sample of 510 age 50+ "workers" (employed full-time, part-time or temporarily unemployed) was conducted for AARP and the AARP Bulletin by International Communications Research (ICR) using its national omnibus survey between August 1st and 8th, 2007.

Age Bias and Employment Discrimination

Statistic # 1940

A 2005 experimental study of 4000 pairs of women's resumes found that "a younger worker (aged 35-45) is 42% more likely than an older worker (age 50-62) to be offered an interview in Massachusetts and 46% more likely to be offered an interview in Florida." (p. 4)

Lahey, J. (2005). Age, women, and hiring: An experimental study (NBER Working Paper No. 11435). Washington, DC: National Bureau of Economic Research. Retrieved from http://www.nber.org/papers/w11435

This paper reports on a labor market experiment to determine the hiring conditions for older women, examining the entry-level or close to entry-level labor market options for women ages 35 to 62 in Boston, MA and St. Petersburg, FL. Pairs of resumes were sent to 3996 firms in the two cities to measure age discrimination by employers hiring for entry-level positions.

Age Bias and Employment Discrimination

Statistic # 1939

According to FY 2007 data from the U.S. Equal Employment Opportunity Commission (EEOC), 19,103 charges of age discrimination were received by the EEOC, up from 16,548 charges in Fiscal Year 2006. Of the charges received in 2007, 62% were found to have "no reasonable cause"*, compared to 61.8% in 2006.
*EEOC's determination that there was "no reasonable cause to believe that discrimination occurred based upon evidence obtained in investigation."

U.S. Equal Employment Opportunity Commission. Age Discrimination in Employment Act (ADEA) charges FY 1997 - FY 2007. Retrieved from http://www.eeoc.gov/stats/adea.html

The chart shows the total number of charge receipts filed and resolved under the Age Discrimination in Employment Act (ADEA). The data are compiled by the Office of Research, Information and Planning from data reported via the quarterly reconciled Data Summary Reports and compiled from EEOC's Charge Data System and, from FY 2004 forward, EEOC's Integrated Mission System.

Age Bias and Employment Discrimination

Statistic # 1937

In a 2002 national survey conducted for AARP, "nine percent say they believe they have been passed up for a promotion because of their age... Six percent say they were fired or laid off because of age ...and five percent say they were passed up for a raise because of age. A full 15 percent attribute their not being hired for a job to their age.

RoperASW. (2002). Staying ahead of the curve: The AARP work and career study. Washington, DC: AARP. Retrieved from http://www.aarp.org/research/reference/publicopinions/aresearch-import-416.html

Staying Ahead of the Curve is based on a national survey conducted for AARP in May and June 2002 by RoperASW.
2,518 workers ages 45-74 were interviewed, including a representative national sample of 1,500 workers, as well as oversamples of African American, Hispanic and Asian American 45+ workers

Age Bias and Employment Discrimination

Statistic # 1936

A 2002 national survey conducted for AARP found that "two-thirds of workers age 45 to 74 have personally witnessed or experienced age discrimination on the job." (p. 66)

RoperASW. (2002). Staying ahead of the curve: The AARP work and career study. Washington, DC: AARP. Retrieved from http://www.aarp.org/research/reference/publicopinions/aresearch-import-416.html

Staying Ahead of the Curve is based on a national survey conducted for AARP in May and June 2002 by RoperASW. 2,518 workers ages 45-74 were interviewed, including a representative national sample of 1,500 workers, as well as oversamples of African American, Hispanic and Asian American 45+ workers

Age Bias and Employment Discrimination

Statistic # 1687

Using data from the Health and Retirement study, Maestas (2007) found that retirees in their early 50s are about 20 percent more likely than older retirees to have retired involuntarily.

Maestas, Nicole. (2007, April). Back to work: Expectations and realizations of work after retirement. Rand Working Paper WR-196-2. Retrieved July 5, 2007 from http://www.rand.org/pubs/working_papers/2007/RAND_WR196-2.pdf

Data from the Health and Retirement Survey was used to track and date respondents’ transitions in and out of the labor force over time. The analysis sample of 7000 obervations was composed of members of the initial HRS cohort, who were first interviewed in 1992 when they were between the ages of 51 and 61, and their spouses. Respondents are re-interviewed every two years; therefore thefirst six waves yield data over the period 1992 through 2002.

Age Bias and Employment Discrimination

Statistic # 1245

In a study conducted by Lahey (2005), job applicants under age 50 were 42% more likely to be called for an interview than those 50 or older..

Lahey, J. (2005). Aging and the Labor Market. Cambridge, MA: Massachusetts Institute of Technology.

This study "involved sending 4000 resumes to firms in Boston, Massachusetts and St. Petersburg, Florida. These resumes were for job applicants between the ages of 35 and 62. Since most people do not actually put their ages on resumes, age was indicated by date of high school graduation...To avoid the issue of what employers value in a work history, the experiment only applied to entry-level jobs, or jobs that required up to a year of education and experience combined. These included positions such as clerical work, licensed practical nurse (LPN), air conditioner repair-person, and nail tech."

Note: Boston was chosen for a convenience sample and St. Petersburg for being a city which has a large concentration of an elderly demographic makeup to what the US Census projects the United States to have in 2020.

Age Bias and Employment Discrimination

Statistic # 1244

According to a 2006 Recruitment Confidence Index study conducted by the Cranfield School of Management, "a quarter of respondents were aware of a recruitment or selection decision in their organisation that had been influenced by age, while over 10 percent were aware of a promotion or redundancy issue." (p.37)

Parry, E. (2006, Autumn). The Recruitment Confidence Index (Executive Report). Human Resource Research Centre. Cranfield, Bedford,UK: Cranfield School of Management.

"The first RCI index was launched in Winter 1990/00 using a postal survey and is now carried out exclusively online. The current report is based on 25,827 responses from a representative sample of UK organizations with at least 25 employees. The results for the Summer 06 survey were based upon 603 responses. Respondents include HR directors/managers, finance directors, managing directors and rectruitment specialists."

Age Bias and Employment Discrimination

Statistic # 1166

According to a 2006 study conducted by the University of Auckland Business School on barriers to entry into the workforce for older workers, "for medium demand (sales) positions, the resume of a 25+ year old worker was six to ten times as likely to be short-listed as the equivalent resume of a 55+ worker." (p.2)

Wilson, M., & Kan, J. (2006). Barriers to entry for the older worker. Research Report. Auckland: The University of Auckland Business School.

"This study explores the nature and rationales for age-based discrimination, as moderated by talent shortages in the New Zealand labour market in 2006. This is an exploratory study in three parts: a field study of matched resumes (of differing ages) mailed to advertised sales and nursing jobs in the North Island; a short-listing simulation for sales, nursing and HRM positions, placing the matched resumes amongst a broader group of resumes to allow us to see not just whether candidates 'made the cut,' but also how they are evaluated by managers in these sectors, and finally, a policy capturing study that involved a review of resumes with managers and recruitment consultants to surface considerations and concerns related to age."

Age Bias and Employment Discrimination

Statistic # 1165

According to a 2006 study on barriers to entry into the workforce for older workers, "For low demand (HR administrative) positions, the resume of a 25+ year old worker was six to twelve times as likely to be short-listed as the equivalent resume of a 55+ worker." (p.2)

Wilson, M., & Kan, J. (2006). Barriers to entry for the older worker. Research Report. Auckland: The University of Auckland Business School.

"This study explores the nature and rationales for age-based discrimination, as moderated by talent shortages in the New Zealand labour market in 2006. This is an exploratory study in three parts: a field study of matched resumes (of differing ages) mailed to advertised sales and nursing jobs in the North Island; a short-listing simulation for sales, nursing and HRM positions, placing the matched resumes amongst a broader group of resumes to allow us to see not just whether candidates 'made the cut,' but also how they are evaluated by managers in these sectors, and finally, a policy capturing study that involved a review of resumes with managers and recruitment consultants to surface considerations and concerns related to age."

Age Bias and Employment Discrimination

Statistic # 1144

In 2005, according to the U.S. Equal Employment Opportunity Commission, the percentages of individuals filing discrimination charges based on race, sex, and disability were 35.5%, 30.6%, and 19.7%, respectively, compared with 22.0% as a result of age.

The U.S. Equal Employment Opportunity Commission. ( 2006). Charge Statistics FY 1992 Through FY 2005. Retrieved October 26, 2006 from http://www.eeoc.gov/stats/charges.html

"The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA's protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination on the bases of race and color, as well as national origin, sex, and religion. Title I of the Americans with Disabilities Act of 1990 prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment.”

Age Bias and Employment Discrimination

Statistic # 939

According to the "A Work-Filled Retirement" survey, "more than half of workers under the age of 35 believe that workers are old by the time they reach 55, and by the time a worker reaches age 60, more than three-fourths (77%) of those under 35 would identify the worker as old...Workers 55 and older are approximately half as likely as workers under 35 to claim a 60-year-old worker should be counted as old." (p.13)

Reynolds, S., Ridley, N., & Van Horn, C., Ph.D. (2005, August). A Work-Filled Retirement: Workers' Changing Views on Employment and Leisure. Worktrends, 8.1 (Summer '05).

“In this report, American workers across the nation describe their expectations of retirement and their views of how older workers are treated in the workplace…A total of 1,232 adults were interviewed for this survey. Respondents who worked full or part time, or who were unemployed and looking for work, received a complete interview. A total of 432 respondents who did not meet these criteria received a short interview that included demographic questions. The results of this report are based on a total of 800 complete interviews with members of the workforce, including 82 people who have retired from their primary job but remain in the workforce. The final results were weighted to match U.S. Census Bureau estimates for age, educational attainment, gender, and race.”

Age Bias and Employment Discrimination

Statistic # 938

According to the "A Work-Filled Retirement" survey, "older workers are...believed to be treated unfairly relative to their younger peers during the hiring process (44% of all workers agree with this assessment), when salary increases are determined (32%), and when promotions are decided (25%)." (p.12)

Reynolds, S., Ridley, N., & Van Horn, C., Ph.D. (2005, August). A Work-Filled Retirement: Workers' Changing Views on Employment and Leisure. Worktrends, 8.1 (Summer '05).

“In this report, American workers across the nation describe their expectations of retirement and their views of how older workers are treated in the workplace…A total of 1,232 adults were interviewed for this survey. Respondents who worked full or part time, or who were unemployed and looking for work, received a complete interview. A total of 432 respondents who did not meet these criteria received a short interview that included demographic questions. The results of this report are based on a total of 800 complete interviews with members of the workforce, including 82 people who have retired from their primary job but remain in the workforce. The final results were weighted to match U.S. Census Bureau estimates for age, educational attainment, gender, and race.”

Age Bias and Employment Discrimination

Statistic # 1180

According to the 2004 Generational Differences Survey conducted by the Society for Human Resource Management (SHRM), when asked how often employees stated that coworkers from other generations were over- or underreliant on technology, 14% of human resource professionals said frequently, 45% said occasionally, 33% said rarely, and 8% said never. (Table 1, p. 2)

Society for Human Resource Management. (2003, December). 2003 Generational Differences. Survey Report. Alexandria, VA: Burke, E. M.

"This survey report explores the issues•positive and negative•inherent in managing an intergenerational workforce. HR professionals have shared their experiences with intergenerational conflict and cooperation and the most effective methods of engaging workers from across generations....An email with the survey's Web address was sent to 2000 randomly selected SHRM members. Of these, 1,511 messages were successfully delivered to respondents, and 258 HR professionals responded, yielding a reponse rate of 18%."

Age Bias and Employment Discrimination

Statistic # 1235

According to a 2004 study on Older Workers: Can They Succeed in the Job Market, when asked the question of what are the most important obstacles to obtaining employment for those workers 45 years and older, 55 percent of respondents stated age as the main barrier, followed secondly by lacking specialized skills (34%). (Table 2, p.34)

Encel, S & Studencki, H 2004, Older workers: Can they succeed in the job market? Australasian Journal on Ageing, 23, pp. 33-37.

"The research was undertaken with the cooperation of three major job agencies involved in the Commonwealth Government's Job Network:Mission employment, Salvation Army Employment Plus and Work Ventures Inc. All three agreed to provide addresses of clients aged 45 years and over to be reached through a mail questionnaire. After a small pre-test, the survey questionnaires (700) were dispatched anonymously with the cooperation of these three organisations. A small number of follow-up interviews were also conducted with survey respondents who indicated their willingness to be interviewed, and had signed a consent form for this purpose."

Age Bias and Employment Discrimination

Statistic # 1243

According to a 2006 Recruitment Confidence Index study conducted by the Cranfield School of Management, 8 percent of respondents had a personal experience of discrimination on the grounds of being too old, compared with 15 percent for being too young. (Chart 33, p. 36)

Parry, E. (2006, Autumn). The Recruitment Confidence Index (Executive Report). Human Resource Research Centre. Cranfield, Bedford,UK: Cranfield School of Management.

"The first RCI index was launched in Winter 1990/00 using a postal survey and is now carried out exclusively online. The current report is based on 25,827 responses from a representative sample of UK organizations with at least 25 employees. The results for the Summer 06 survey were based upon 603 responses. Respondents include HR directors/managers, finance directors, managing directors and rectruitment specialists."

Age Bias and Employment Discrimination

Statistic # 1242

According to a 2006 Recruitment Confidence Index study conducted by the Cranfield School of Management, "Almost two thirds of organisations stated that the HR department sponsors the elimination of age discrimination at work." (p.31)

Parry, E. (2006, Autumn). The Recruitment Confidence Index (Executive Report). Human Resource Research Centre. Cranfield, Bedford,UK: Cranfield School of Management.

"The first RCI index was launched in Winter 1990/00 using a postal survey and is now carried out exclusively online. The current report is based on 25,827 responses from a representative sample of UK organizations with at least 25 employees. The results for the Summer 06 survey were based upon 603 responses. Respondents include HR directors/managers, finance directors, managing directors and rectruitment specialists."

Age Bias and Employment Discrimination

Statistic # 1241

According to a 2006 Recruitment Confidence Index study conducted by the Cranfield School of Management, "Around two thirds of the organisations surveyed have an age policy in place and most have introduced a ban on age factors in recruitment, promotion and training. A relatively small proportion however have a dedicated resource or task group for age related issues and only around half of organizations train their managers on age discrimination." (p.30)

Parry, E. (2006, Autumn). The Recruitment Confidence Index (Executive Report). Human Resource Research Centre. Cranfield, Bedford,UK: Cranfield School of Management.

"The first RCI index was launched in Winter 1990/00 using a postal survey and is now carried out exclusively online. The current report is based on 25,827 responses from a representative sample of UK organizations with at least 25 employees. The results for the Summer 06 survey were based upon 603 responses. Respondents include HR directors/managers, finance directors, managing directors and rectruitment specialists."

Age Bias and Employment Discrimination

Statistic # 1240

According to a 2006 Recruitment Confidence Index study conducted by the Cranfield School of Management, "a third of respondents introduced policies or practices regarding age more than a year ago, another 15 percent introduced them more than six months ago and 14 percent introduced them more then three months ago. 11 percent of organizations still do not have age policies or practices." (p.29)

Parry, E. (2006, Autumn). The Recruitment Confidence Index (Executive Report). Human Resource Research Centre. Cranfield, Bedford,UK: Cranfield School of Management.

"The first RCI index was launched in Winter 1990/00 using a postal survey and is now carried out exclusively online. The current report is based on 25,827 responses from a representative sample of UK organizations with at least 25 employees. The results for the Summer 06 survey were based upon 603 responses. Respondents include HR directors/managers, finance directors, managing directors and rectruitment specialists."

Age Bias and Employment Discrimination

Statistic # 1239

According to a 2006 Recruitment Confidence Index study conducted by the Cranfield School of Management, "(72%) of respondents felt that their board or senior management was fully committed to eliminating ageism in the workplace.This is a marked rise since September 2005 when only 55 percent of respondents felt that their Board or senior management was fully committed." (p.28)

Parry, E. (2006, Autumn). The Recruitment Confidence Index (Executive Report). Human Resource Research Centre. Cranfield, Bedford,UK: Cranfield School of Management.

"The first RCI index was launched in Winter 1990/00 using a postal survey and is now carried out exclusively online. The current report is based on 25,827 responses from a representative sample of UK organizations with at least 25 employees. The results for the Summer 06 survey were based upon 603 responses. Respondents include HR directors/managers, finance directors, managing directors and rectruitment specialists."

Age Bias and Employment Discrimination

Statistic # 1238

According to a 2006 Recruitment Confidence Index study conducted by the Cranfield School of Management, " 16 percent of respondents were aware of current policy or practice within their organization that was discriminatory on the grounds of age." (p.2)

Parry, E. (2006,Autumn). The Recruitment Confidence Index (Executive Report). Human Resource Research Centre. Cranfield, Bedford,UK: Cranfield School of Management.

"The first RCI index was launched in Winter 1990/00 using a postal survey and is now carried out exclusively online. The current report is based on 25,827 responses from a representative sample of UK organizations with at least 25 employees. The results for the Summer 06 survey were based upon 603 responses. Respondents include HR directors/managers, finance directors, managing directors and rectruitment specialists."

Age Bias and Employment Discrimination

Statistic # 1237

According to a 2006 Recruitment Confidence Index study conducted by the Cranfield School of Management, "almost a third of respondents had experienced discrimination for being either too young or too old." (p.2)

Parry, E. (2006,Autumn). The Recruitment Confidence Index (Executive Report). Human Resource Research Centre. Cranfield, Bedford,UK: Cranfield School of Management.

"The first RCI index was launched in Winter 1990/00 using a postal survey and is now carried out exclusively online. The current report is based on 25,827 responses from a representative sample of UK organizations with at least 25 employees. The results for the Summer 06 survey were based upon 603 responses. Respondents include HR directors/managers, finance directors, managing directors and rectruitment specialists."

Age Bias and Employment Discrimination

Statistic # 1236

According to a 2006 Recruitment Confidence Index study conducted by the Cranfield School of Management, "28 percent or respondents could not confirm that their Board or senior management was fully committed to eliminating ageism in the workplace." (p. 2)

Parry, E. ( 2006,Autumn). The Recruitment Confidence Index (Executive Report). Human Resource Research Centre. Cranfield, Bedford,UK: Cranfield School of Management.

"The first RCI index was launched in Winter 1990/00 using a postal survey and is now carried out exclusively online. The current report is based on 25,827 responses from a representative sample of UK organizations with at least 25 employees. The results for the Summer 06 survey were based upon 603 responses. Respondents include HR directors/managers, finance directors, managing directors and rectruitment specialists."

Age Bias and Employment Discrimination

Statistic # 846

"When asked about unsuccessful job searches, older workers most frequently gave reasons suggesting or implying 'age bias.' Employees age 55-59 blamed 'age bias' 39% of the time, while 60-65 year-olds and 66-70 year-olds identified bias as a barrier 42% and 60% of the time respectively." (p.13)

MetLife Mature Market Institute. (2006, April). Living longer, working longer: The changing landscape of the aging workforce- a MetLife Study. New York, NY: MetLife Mature Market Institute, DeLong, D., & Zogby International. Retrieved August 10, 2006, from http://www.metlife.com/WPSAssets/93703586101144176243V1FLivingLonger.pdf

"This study describes the decisions that older workers are actually making about work and retirement. It reports on their experiences more than their expectations of the journey into retirement, assuming that life stage is not defined by some date, but is rather an ongoing process… It consisted of an interactive online survey conducted by Zogby with a panel of 2,719 respondents. To qualify for the study, participants had to be between the ages of 55-70. Slight weights were added to region, race and gender to more accurately reflect the population of U.S. adults. A primary focus of the 50-question survey was to better understand the experiences and behaviors of the aging workforce, so the survey included many questions asked only of people who were still working or seeking work, either full- or part-time.”