Search

The current study compared responses from college students on a survey questionnaire about aging knowledge, aging attitudes, aging anxiety, experiences with older persons, and other related experiences. A total of 1124 college students from China (430), Japan (349), and the United States (345) participated in this study. They completed Palmore's Facts on Aging Quiz, Kogan's Attitudes toward Older persons Scale, and a modified Lasher and Faulkender's Aging Anxiety Scale. Cronbach's alphas indicated satisfactory reliability on all three scales for the three cultural groups of participants. They also reported their experiences with aging and the older adults including living with, taking care of, working with older persons, and taking a gerontology course. The results indicate that the Chinese students scored significantly higher than both the Japanese and Americans on Facts on Aging Quiz. Findings also show that overall, level of aging knowledge is positively related to aging attitudes and negatively related to aging anxiety. In addition, our study shows that very few students in all three countries have ever taken a gerontology related class. Further, past and current experiences with the older adults do not seem to be related to participants' aging knowledge, with the exception of Chinese and Japanese women. These results are discussed in a global aging context of reducing ageism and the evolving nature of both Eastern Asian and American cultures.

Women returners are women who leave the paid workforce for a period of time following the birth of their child(ren) and subsequently seek to return to paid employment. As women returners attempt to re-enter the workforce, many of them are in need of updating their skills or re-training in a new set of skills. In this study, the training and development needs of women returners were examined. The Andragogy in Practice model was used to frame the study and construct a learner analysis of women returners. Implications for designing and implementing training and development programs for women returners in the United States are discussed. (Contains 3 figures and 2 tables.)

Previous research confirms that many employees work in jobs not well matched to their skills and education, resulting in lower pay and job satisfaction. While this literature typically uses cross-sectional data, we examine the evolution of mismatch and its consequences over a career, by using a panel data set of scientists in the USA. The results show that both the incidence of mismatch and its negative consequences appear concentrated among those late in careers. This suggests that past studies of mismatch may exaggerate the degree of inefficiency in labor market matching. (Contains 5 notes, 9 tables, and 2 figures.)

Attitudes toward older people can influence how they are treated and their cognitive and physical health. The populations of the United States and many other countries have become more ethnically diverse, and are aging. Yet little research examines how ethnic diversity affects attitudes toward older people. Our study addresses this research gap. Using the Aging Semantic Differential, 592 university students expressed their attitudes toward older African-American, Hispanic, and White women and men. Repeated measures analysis of variance examined attitude differences by participant ethnicity and gender, and by the ethnicity and gender of evaluated individuals. Both African-American and White students had more positive attitudes toward older women and men of their own ethnic group. Participants had more positive attitudes toward older women than they did toward older men. Findings suggest in-group favoritism, and the usefulness of training those in service industries and public service to treat older individuals equitably. (Contains 3 tables and 1 figure.)

Although perceived discrimination (especially due to race-ethnicity) decreases mental health, the influence of perceived discrimination due to other reasons on mental health needs to be explored. This study examines the relationship between perceived age discrimination and mental health and determines whether psychosocial resources explain or buffer (i.e., reduce the strength of) this relationship. Using a nationally-representative sample of persons aged 25-74 from the Midlife Development in the United States survey, this study finds that perceived age discrimination is associated with higher psychological distress and lower positive well-being. Perceived age discrimination is more negatively associated with women's mental health than men's. Although sense of control buffers the relationship between perceived age discrimination and psychological distress, perceived age discrimination decreases sense of control and social support. (Contains 4 tables.)

Americans are living longer than ever before. A child born today can expect to live 80 years, 90 years, or longer. Many of today's children will live to be centenarians. Aging education to prepare people for the long life ahead has been endorsed since the first White House Conference on Aging in 1961. However, little is happening with aging education in our homes, schools, and communities. This article discusses the school nurse's role in helping to prepare children for the long life ahead of them and presents aging education resources and activities. School nurses can help to create a generation of Americans who value older adults, have positive attitudes about aging, and plan for successful healthy aging. (Contains 4 tables.)

Despite the frequently referenced graying of the U.S. workforce, we know relatively little about the work-related concerns and experiences of older workers--those aged 55+. This qualitative study addresses that gap by examining the current employment situations of a purposive sample of 37 older workers. Thematic content analysis revealed a vast diversity in the concerns and experiences of contemporary older workers, with participants being actively involved in all of the traditional stages of work-life development. Findings suggest a deepened or more nuanced view of the principal meanings of work--in particular, identity and social interaction--and highlight several negative aspects of later-life employment such as pension insecurity, unemployment, age discrimination, not having found one's "niche," and chronic interpersonal difficulties with co-workers. Findings are discussed against the backdrop of a rapidly changing workplace and dramatically shifting work-retirement trajectories in which job stability and predictable retirement are less common.

• Recent concerns about the quality-adjusted life year (QALY) being discriminatory against selected patient groups have resulted in legislation and regulation in the United States that would ban the use of the QALY in government programs. We identify scientific support for the QALY and its usefulness as an input to healthcare decision making, acknowledge its limitations, and argue that, when appropriately constructed and used, it will not be discriminatory against these patient groups. • When used in cost-effectiveness analysis of treatments for broad populations, the QALY will not discriminate against specific patient subgroups, given the use of the change in QALYs due to treatment as the measure of benefit, assuming that ICERs and prices are not applied for subgroups. Recent empirical evidence indicates that there is no apparent discrimination for older age populations. • When used in cost-effectiveness analysis for treatments targeted for disabled and chronically ill populations, health economists must exercise caution when the treatment extends survival in that state; use of "ex-post" utilities, for patients experienced in those conditions, should be considered. Other QALY-like approaches may help to address these issues. [ABSTRACT FROM AUTHOR]

Despite the growing emphasis on workplace diversity and inclusion, ageism remains prevalent in various industries, including construction. Through an extensive review of literature and a United States national-level survey, this paper investigates the adverse impacts of ageism on the overall well-being of the construction workforce, focusing on their mental and physical health. The questionnaire was distributed among individuals working in the construction industry sector who were randomly selected and received 72 responses. The data obtained were analyzed statistically using binomial logistic regression in modeling the relationship between ageism, and mental and physical health of the construction workforce. The research results indicate that ageism has a statistically significant (p < .001) positive relationship between both the mental and physical health of the construction workforce. The results, therefore, show that ageism has an impact on the mental and physical well-being of workers in the construction industry. Furthermore, the results show that individuals in the construction workforce who experience ageism are more likely to have their mental health and physical well-being impacted compared to those who don’t experience ageism. Consequently, the results highlight the need for proactive measures to combat age discrimination and promote a healthier and more inclusive work environment for construction workers of all ages. [ABSTRACT FROM AUTHOR]

Children are disproportionately represented amongst missing people in the United States. Search campaigns target adults to search for missing children, but age biases in face recognition may affect adults' efficacy at sighting missing children. We hypothesized that own‐age biases in children (7–9 years; N = 105) and adults (18–30 years; N = 108) would affect their ability to sight children and adults. Participants completed a prospective person memory task with a simultaneous ongoing task to simulate multi‐tasking while searching for missing people. Both child and adult participants were more accurate at sighting missing adults than missing children. Adults exhibited an own‐age bias. Adult participants were more accurate at sightings than child participants. In conclusion, adults were better suited to search for missing people of all ages than children, and this pattern of results may be impacted by experience with faces. [ABSTRACT FROM AUTHOR]

This article examines the future of arbitration in the United States, focusing on the shift towards a more textual approach in interpreting the Federal Arbitration Act (FAA). It discusses the expansion of the FAA by the Supreme Court to cover various types of disputes, including statutory and tort claims, and its application to state courts. However, recent developments suggest a contraction and rethinking of the broad uses of arbitration. The article also explores the impact of the #MeToo movement on dispute resolution and highlights the tension between older expansionist interpretations of the FAA and newer textual interpretations. It concludes by calling for reforms and a reevaluation of the role of arbitration in the United States. [Extracted from the article]

Despite the rise in anti-Islamic sentiment, Muslim youth's experiences of religious discrimination are under researched. The goal of this paper is to better understand the complexities associated with religious discrimination for youth and adolescents and how to mitigate the harm caused by these discriminatory experiences. This mixed methods systematic review consists of 44 qualitative and quantitative studies from 34 journals, discussing experiences of religious discrimination for participants ages 4–25 both in the United States and internationally. This review discussed student experiences, the context of school as a conduit for discrimination, how students responded to these instances, including protective factors and recommendations for future research and policy. Impact Statement This article systematically examined experiences of discrimination faced by Muslim students in Pre-K–12 and university settings. The results have implications for researchers, policymakers, and school staff on how to mitigate discriminatory acts toward Muslim students to create a safe and inclusive school environment for all students. Educators and school staff must work on reducing their individual and classroom biases through cultural competence training and a more inclusive curriculum. Policymakers should work to create inclusive practices that promote equity for Muslim students, and researchers should conduct additional projects to better understand the scope and outcomes associated with Islamophobia in schools. [ABSTRACT FROM AUTHOR]

A policy imperative in light of population aging in the United States is to increase employment among older workers. However, age discrimination, especially in hiring, can impede efforts to encourage older people to work longer. This commentary reviews evidence on age discrimination and laws prohibiting age discrimination, and discusses recent court rulings that affect the strength of these laws. Based on this review, the commentary proposes a number of policy changes to reduce age discrimination in hiring, including: increasing damages under the Age Discrimination in Employment Act (ADEA) to match the larger damages that some states allow; amending the ADEA to clarify that claims based on statistical differences in the effects of employer policies ("disparate impact claims") are allowed for hiring discrimination, and that the standard for establishing discrimination is not that age was the determining factor in creating the disparity (the "but for" age criterion), rather that it was simply a contributing factor; amending the ADEA to allow intersectional claims regarding age and other group membership – especially regarding discrimination against older women; extending affirmative action for federal contractors to older workers; and considering strengthening the Americans with Disabilities Act (ADA). [ABSTRACT FROM AUTHOR]

Purpose: Based on the role theory, this study examines whether workplace age discrimination indirectly relates to older workers' bridge employment intentions through work meaningfulness. Design/methodology/approach: Study 1 used two-wave time-lagged survey data from one hundred and seventy nurses (≥45 years old) from the Midwestern United States. Study 2 used three-wave time-lagged survey data from one hundred and eighty-six employees from a wide range of occupations in the United States. The online survey contains various self-reports on workplace age discrimination, work meaningfulness, affective commitment, and bridge employment intentions. Findings: Results in Study 1 found that workplace age discrimination was negatively and indirectly related to older nurses' bridge employment intentions through their experiences of work meaningfulness. Results in Study 2 further confirmed the mediating role of work meaningfulness in the relationship between age discrimination and bridge employment intentions, above and beyond the role of affective commitment. Originality/value: This study contributes to the research by testing the indirect relationship between workplace age discrimination and older workers' bridge employment intentions through work meaningfulness, further raising our awareness of the importance of social and interpersonal experiences in older workers' preretirement jobs to their late-career development. [ABSTRACT FROM AUTHOR]

In a first-ever nation-wide census tract evaluation, we assess the accuracy of the Hamilton–Perry population projection method for 65,221 census tracts. We started with 73,607 census tracts but eliminated those for which zeros appeared in age/sex groups. The test uses 1990 and 2000 census tract data by age and gender to construct cohort change ratios, which are then applied to 2000 census tract data to generate 2010 Hamilton–Perry projections that are evaluated in an ex post facto test against the reported 2010 census tract data by age and gender. The projections include: (1) uncontrolled age and gender projections; and (2) age and gender projections controlled to a projection of the population total by census tract. Mean Absolute Percent Error (MAPE) is used to evaluate precision and Mean Algebraic Percent Error (MALPE) is used to evaluate bias. We find that controlling the Hamilton–Perry projections by age for each tract to the linearly projected total population of each tract reduces both MAPE and MALPE within age groups by gender and for total females and total males. As this result suggests, simple linear extrapolation provides more accurate projections of the total population than does the Hamilton–Perry Method. However, even with controlling we find the Hamilton–Perry projections by age to be biased upward. Finally, we use MAPE-R (MAPE- Revised) to evaluate the effect of extreme outliers and find that high MAPEs in the uncontrolled projections are largely driven by extreme errors (outliers) found in less than 1 percent of the 65,221 census tracts used in the study. [ABSTRACT FROM AUTHOR]

This Article focuses on one doctrinal question, which has not yet been examined by the Supreme Court of the United States: the appropriate review standard for discriminations against children (children qua children) under the Equal Protection Clause. This Article extensively argues, by applying the traditional three-factor criteria (visible and immutable/irreversible trait, limited access to politics, and existence of prejudice), that we should treat children as a suspect or quasi-suspect class and that we should apply heighted scrutiny for children--adults classifications. It also refutes erroneous arguments commonly seen in the courts that have justified the application of rational basis review for children--the argument to lump the elderly and children together as age discriminations and the argument to consider childhood as a temporal stage of life. This Article particularly highlights that people's cognitive structures are different between discriminations against the elderly and children. The constitutional argument in this Article has a potential to develop a new critical framework for the jurisprudence on children and the law--the "childist legal studies." [ABSTRACT FROM AUTHOR]

Is age discrimination ethically objectionable? One puzzle is that we sometimes assume that the target of both age discrimination and ageism must be older people, yet in poorer nations, older people are generally shown more respect. This article explores the ethical question. It looks first at ethical arguments favoring age discrimination toward younger people in low‐income, less industrialized countries of the global South, using sub‐Saharan Africa as an illustration. It contrasts these with arguments favoring age discrimination toward older people in high‐income, more industrialized countries of the global North, particularly the United States and United Kingdom. Finally, it considers what role, if any, differences in life expectancy, infant and child mortality, and prospects for healthy lives should play in the moral embrace of a particular view by a community. It argues that there can be reasons to favor different types of discrimination in different parts of the world. [ABSTRACT FROM AUTHOR]

Population aging in the United States creates a public policy imperative to lengthen work lives. Age discrimination--especially in hiring--can create demand-side barriers to achieving this goal. This article reviews indirect and direct evidence of age discrimination in the U.S. labor market. A good deal of indirect evidence points to discrimination against older workers, and a growing body of direct, experimental evidence shows age discrimination in hiring, particularly for older women. Stronger age-discrimination laws like those adopted in some states may help, but other changes are likely needed. [ABSTRACT FROM AUTHOR]

The article argues how equality can neither adequately describe the moral wrong of age discrimination nor justify the landscape of statutory age discrimination law in the U.S., as of April 2019. Topics discussed include moral wrong of age discrimination in a wide range of cases; use of non-comparative values, such as liberty or dignity, to flesh out the theoretical foundation of age discrimination law; and constitutional Equal Protection jurisprudence. United States v. Carotene Products.

Although the number of older workers in the U.S. is increasing, there is a gap in knowledge on whether or not they actually enjoy working. This study, based on a conceptual framework focusing on job resources and demands, explored likely workplace determinants of work enjoyment among older workers aged 50 or over. Using the 2012 wave of the Health and Retirement Study, a partial proportional odds model was used to detect determinants of work enjoyment. Results showed that higher levels of work enjoyment were significantly and negatively associated with the level of perceived retirement pressure and promotion preference for younger workers, and positively associated with moving to less demanding positions. Self-employment showed a noticeable enhancement of work enjoyment. This study highlights the significance of flexible work options and age discrimination in the workplace in understanding work enjoyment later in life. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to investigate how, if at all, organizational dynamics changed at US airlines after an industry wide modification to mandatory retirement age regulations in 2007. Findings challenge assumptions that society, organizations, and employees will all unequivocally benefit from abolishing mandatory retirement by investigating the impact of age-related policy changes on US airline pilots.Design/methodology/approach In total, 43 semi-structured interviews were conducted with captains and copilots from US airlines between September 2010 and July 2011. From this data set, two informant subgroups emerged: first, senior captains averaging 59 years of age; and second, junior pilots averaging 43.5 years of age.Findings Findings revealed that both senior and junior pilots reported retirement age policy changes created an antagonistic environment, pitting employees against each other in competition over scarce resources.Research limitations/implications Paper findings are based on empirical materials collected during an 11 month snapshot-in-time between September 2010 and July 2011 and interview data are based on a small subgroup of US airline pilots who self-selected to participate in the study. Therefore, findings are not unbiased and may not be generalizable across all airlines’ pilot workgroups.Practical implications Considerable research has been conducted identifying the policy and practice changes that employers need to adopt to retain older workers. However, few studies consider the psychological impact of these age-related workplace changes on employees or the organizational psychodynamics they might trigger.Originality/value This paper makes two main contributions. First, through use of the psychoanalytic construct of the Oedipus complex, the paper sheds light on some of the psychodynamic consequences of age-related policy changes. Second, it challenges assumptions about workforce aging and the underlying causes of intergenerational conflict, highlighting ways that policy changes intended to eradicate discrimination against older workers can result in age discrimination against younger employees. [ABSTRACT FROM AUTHOR]

Older job seekers dropping out of the active workforce is a major challenge for individuals, organizations, and society, resulting in the need to protect and extend their working lives. Based on the discouraged workers approach, this study used career construction theory to study how past experiences can discourage older job seekers and make them withdraw from the job search. Specifically, we explored how age discrimination is connected to lower levels of older job seekers' occupational future time perspective (i.e., remaining time and future opportunities) and how it results in less career exploration and higher retirement intentions. Using a three-wave design, we followed 483 older job seekers in two countries (the United Kingdom and the United States) over a total period of two months. Results of structural equation modeling showed that perceived age discrimination decreased older job seekers' remaining time and future opportunities. Further, remaining time was negatively linked to retirement intentions, whereas future opportunities were positively linked to career exploration. Furthermore, results revealed two indirect effects of age discrimination on (1) retirement intentions via remaining time and (2) career exploration via future opportunities. These results show how damaging age discrimination can be in the job search context and we call for the search of potential moderators that can buffer the negative impact of age discrimination. Practitioners should work on protecting older job seekers' occupational future time perspective to keep them active instead of losing them to early retirement., Competing Interests: Declaration of competing interest The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper., (Copyright © 2023 The Authors. Published by Elsevier B.V. All rights reserved.)

Ageism is one of the most socially condoned and institutionalized forms of prejudice in the United States. Older adults are discriminated against in employment, health care, and other domains. Exposure to unfavorable stereotypes adversely affects the attitudes, cognitions, and behavior of older adults. Recurrent experiences with negative stereotypes combined with discrimination may make ageism a chronic stressor in the lives of older adults. The way stress influences physical health is gaining increasing support. The weathering hypothesis (Geronimus, A. T. (1992). The weathering hypothesis and the health of African-American women and infants: Evidence and speculations. Ethnicity and Disease, 2, 207-221) posits that the cumulative effects of chronic objective and subjective stressors and high-effort coping cause deterioration of the body, premature aging, and associated health problems such as chronic diseases. Researchers have found empirical support for the weathering hypothesis as well as its theorized contribution to racial and ethnic health disparities. Although ageism is not experienced over the entire life course, as racism typically is, repeated exposure to chronic stressors associated with age stereotypes and discrimination may increase the risk of chronic disease, mortality, and other adverse health outcomes. I conclude with implications for practice in the helping professions and recommendations for future research. Ageism warrants greater recognition, social condemnation, and scientific study as a possible social determinant of chronic disease. [ABSTRACT FROM AUTHOR]

The United States has seen a sizable increase in older worker labour force participation, although how much of this is due to public policy is uncertain. In fact, outside of academic and policy research circles, there has been relatively little attention paid to older workers and the challenges of an aging workforce in that country. Public policymakers have not demonstrated the same interest in expanding employment opportunities for older workers that they have shown for other groups, or that has been seen in other countries. Still, a number of significant pieces of legislation have been enacted over the past several decades that should be making continued employment at later ages easier, more attractive, or more essential financially. This paper examines those policies. However, because of confounding and conflicting influences from elsewhere, public policy initiatives focusing on older worker employment do not appear to be major contributors to rising labour force participation rates at older ages. [ABSTRACT FROM AUTHOR]

The article discusses how the use of the term "digital native" is an illegal age-based qualifier. Topics discussed include provision of Age Discrimination in Employment Act of 1967 (ADEA) that prohibits employment discrimination on the basis of age against persons over forty years old; ways in which Equal Employment Opportunity Commission (EEOC) has determined that employers violate the ADEA; and ways in which term digital native in job postings violates the ADEA.

Age discrimination is pervasive in the United States, yet little is known about the social contexts in which it occurs. Older persons spend much of their time in their neighborhoods, where a density of other older persons may protect against age discrimination. Extending group density theory to age, we analyze data from 1,561 older adults from the second wave of the National Survey of Midlife Development in the United States, using neighborhood-level data from the 2010 U.S. census. We examine (1) whether the concentration of older neighborhood residents influences perceived age discrimination and (2) whether that influence varies by age. Results indicate that the density of older residents protects against age discrimination for individuals entering old age but it is decreasingly influential as individuals approach oldest-old age and report less age discrimination regardless of neighborhood age composition. We discuss the implications of these findings for theory on age discrimination. [ABSTRACT FROM AUTHOR]

This article provides a demographic exposition of the changes in the U.S prison population during the period of mass incarceration that began in the late twentieth century. By drawing on data from the Survey of Inmates in State Correctional Facilities (1974-2004) for inmates 17-72 years of age (N = 336), we show that the age distribution shifted upward dramatically: Only 16 percent of the state prison population was 40 years old or older in 1974; by 2004, this percentage had doubled to 33 percent with the median age of prisoners rising from 27 to 34 years old. By using an estimable function approach, we find that the change in the age distribution of the prison population is primarily a cohort effect that is driven by the 'enhanced' penal careers of the cohorts who hit young adulthood-the prime age of both crime and incarceration-when substance use was at its peak. Period-specific factors (e.g., proclivity for punishment and incidence of offense) do matter, but they seem to play out more across the life cycles of persons most affected in young adulthood (cohort effects) than across all age groups at one point in time (period effects). [ABSTRACT FROM AUTHOR]

The purpose of this article is to communicate a sense of urgency to healthcare providers, particularly those in the United States, to not take recent news reports of new outbreaks of measles in some parts of the country lightly. Measles is a highly contagious killer disease with no racial or age discriminations. It can have disastrous effects on the quality of life of the patients, their families, and the country. Before implementation of the National Measles Vaccination program in 1963, approximately 500,000 persons in the United States were reported to have had measles every year, of whom 500 died, 48,000 were hospitalized, and another 1,000 had permanent brain damage (Seward, 2014). Through an effective two‑dose measles vaccination program, measles was curtailed in the United States, and in the year 2000, measles was declared eliminated from the country. “Eliminated” means the absence of continuous transmission of measles for 12 months or more in a specific geographic area. While it is obvious that measles is no longer endemic in the United States, measles is imported into the country every year, mostly by US residents returning from travel abroad. This is probably responsible for the 107 newly confirmed cases in 21 states as of July 14, 2018 (Chodosh, 2018). If the figures from the Center for Disease Control and Prevention are to be believed (and they are), then chances are high that no matter where you are in the country, a case of measles might just show up in your consulting room. [ABSTRACT FROM AUTHOR]

Current federal law allows companies to exclude their youngest workers from participating in 401(k) and other pension plans. Public policy should encourage young workers to contribute to retirement as early as practicable, rather than impose obstacles to saving. Workers who begin saving even a few years earlier improve their retirement security and reduce the likelihood they will be dependent on the government later in life. While "age discrimination" is conventionally thought of as the mistreatment of older workers, this concept applies equally to employees who are differentiated based solely on their young age. Thus, Congress should amend the Internal Revenue Code to prohibit retirement savings discrimination on the basis of (young) age. [ABSTRACT FROM AUTHOR]

Objectives. We examined cross-national differences in perceptions of age discrimination in England and the United States. Under the premise that the United States has had age discrimination legislation in place for considerably longer than England, we hypothesized that perceptions of age discrimination would be lower in the United States. Methods. We analyzed data from two nationally representative studies of aging, the U.S. Health and Retirement Study (n = 4,818) and the English Longitudinal Study of Ageing (n = 7,478). Respondents aged 52 years and older who attributed any experiences of discrimination to their age were treated as cases of perceived age discrimination. We used multivariable logistic regression to estimate the odds ratios of experiencing perceived age discrimination in relation to selected sociodemographic factors. Results. Perceptions of age discrimination were significantly higher in England than the United States, with 34.8% of men and women in England reporting age discrimination compared with 29.1% in the United States. Associations between perceived age discrimination and older age and lower levels of household wealth were observed in both countries, but we found differences between England and the United States in the relationship between perceived age discrimination and education. Discussion. Our study revealed that levels of perceived age discrimination are lower in the United States than England and are less socially patterned. This suggests that differing social and political circumstances in the two countries may have an important role to play. [ABSTRACT FROM AUTHOR]

A person cannot consider information that she does not have. Unlawful discrimination, therefore, frequently requires discriminators to have knowledge about protected status. This Article exploits that simple reality, arguing that protecting privacy can prevent discrimination by restricting access to the very information discriminators use to discriminate. Although information related to many antidiscrimination categories, like race and sex, may be immediately apparent upon meeting a person, privacy law can still do significant work to prevent discrimination on the basis of less visible traits such as genetic information, age, national origin, ethnicity, and religion, as well as in cases of racial or gender ambiguity. To that end, this Article explores the advantages and disadvantages of enacting privacy protections to thwart discrimination. It concludes that the weaknesses endemic to privacy law might be addressed by adopting an explicit antidiscrimination purpose. Hence, just as privacy law may further antidiscrimination, so may antidiscrimination enhance privacy law. [ABSTRACT FROM AUTHOR]

Many employers enact hidden agendas that include discriminating against workers over the age of 40. Fairness and respect are key behaviors for preventing age discrimination with a particular emphasis on "information". Thus, the focus of the paper includes providing information related to the identification and discussion of age discrimination as well as strategies to impede the progression of age discrimination. Additionally, the authors present a model to support the idea that a holistic approach to addressing age discrimination is needed in order to create a culture that focuses on protecting intellectual capital, reducing legal issues, and promoting a productive work environment. [ABSTRACT FROM AUTHOR]

This article provides a review of the development of the US federal government disproportionate minority contact (DMC) mandate for the juvenile justice system. Research assessing the reduction of disproportionate minority contact and demonstrating an overall lack of progress is examined. The connection between the lack of progress in reducing disproportionate minority contact and the lack of focus on the front end of the system is established. The impact on the juvenile justice system and, more importantly, on minority youth are discussed and recommendations in terms of expanding the discourse, policy and practice to more fully include police are made. Finally, the US experience and limitations are put into a global perspective, underscoring commonality across nations in addressing race, ethnic and age discrimination among police. [ABSTRACT FROM AUTHOR]

This paper discusses the divergent approaches towards age discrimination in employment and mandatory retirement in the EU and the US. It challenges the perception that older workers seeking to work beyond the retirement age enjoy a significantly higher degree of protection from discrimination in the US. Even though US law strictly outlaws mandatory retirement, it does not adequately protect older employees form employer practices that are indirectly discriminatory and that may have the same effect as mandatory retirement provisions. When aiming for substantive equality, which not only prohibits mandatory retirement by law, but also prevents the practical effect of older employees being forced to retire against their will, it appears that US employees are in a similarly vulnerable position to their European counterparts. [ABSTRACT FROM AUTHOR]

This article examines how the design of current age discrimination policy, particularly employer use of the bona fide occupational qualification (BFOQ) defense, affects the social construction of age in America. Using a series of federal cases involving truck drivers, airline pilots, and police officers, I argue that the use of the BFOQ defense in Age Discrimination in Employment Act cases originates in and ratifies inter-subjective stereotypes. Managerial and governance implications emanate from the way policy design associates aging with degeneration and incapacity. [ABSTRACT FROM AUTHOR]

The article discusses the current requirements to file a plaintiff bringing the Age Discrimination in Employment Act (ADEA) of 1967 claims against federal employers as proof of more appropriate federal employment context in the U.S. It explores the requirements and applicability of the act to federal employers to apply Gross in employment context. It also recommends the need of substantial factor in which age must be an adverse employment requirement.