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Despite the fact the United States' Age Discrimination in Employment Act (ADEA) has been in place for over 35 years, age discrimination in employment remains pervasive.
-Laurie McCann, senior attorney, AARP Litigation Foundation
Ageism is part of the social fabric of American life. As defined by Robert Butler in 1968, ageism is the "systematic stereotyping of and discrimination against older people because they are old, just as racism and sexism accomplished diis with skin color and gender" (Buder, 1975). Ageism is pervasive and evident in die media, healthcare, education, and advertising. Television programs have few older heroes. Older fashion models are rare, and advertising lacks die mature face. The medical community has its own stereotyped language for older people: gomer, for "get out of my emergency room."
The workplace as a microcosm of society reflects the stereotypes and biases diat are part of our national social environment. When age biases negatively affect workplace decisions about employment, termination, retirement, benefits, and training and promotion opportunities, age a^rimination is in action.
Four types of ageism have been defined in die literature (Anti-Ageism Taskforce, 2006). Personal ageism is an individual's attitudes, ideas, practices, and beliefs that are biased against older people. An example is a healthcare provider assuming an older patient is not competent to participate in development of his or her medical care when the provider would not make diat assumption about a younger patient in the same situation.
Institutional ageism refers to established rules, missions, and practices that discriminate against older individuals or groups based on age. Mandatory retirement at a particular age is an example.
Intentional ageism is attitudes, rules, or practices that are held, implemented, or engaged in widi the knowledge diat they are biased against older people. Conversely, unintentional ageism is practiced without the perpetrator recognizing the bias.
AGE DISCRIMINATION IN EMPLOYMENT ACT
The most significant formal acknowledgement of ageism in die workplace was the signing of the Age Discrimination in Employment Act (adea) in 1967 by President Lyndon B. Johnson. The purpose of the adea is "to promote the employment of older persons based on ability rather than age, to prohibit arbitrary age discrimination in employment and to help employers and workers find ways to address problems arising from the impact of...