I was first introduced to the topic of older workers in the early 1980s as a project director and lecturer at the University of Southern California Davis School of Gerontology (USC) The older workforce was then only about one-quarter of the 11 million who are now working, according to the Pew Research Center. So with four times as many older people working, why aren’t we excited by that good news?
Despite their numbers, older workers continue to struggle in dealing with age discrimination in the workplace. It affects their income, dignity and health. Although illegal for most occupations according to the Age Discrimination Act of 1967, AARP research finds roughly two thirds of workers age 50+ have seen or experienced age discrimination in the workplace.
The Early Landscape of Aging and Work
A book written in 1970 by Harold L. Sheppard, entitled “Towards an Industrial Gerontology,” described the employment and retirement challenges of middle-aged and older workers. The table of contents may sound familiar: retraining, job redesign, new careers and age discrimination.
In the 1980s, there were multiple hearings by the Senate Special Committee on Aging that focused on a national older worker policy, the federal role in promoting work opportunities, the cost of older workers and private sector examples.
Add to that the many research studies, reports, books, seminars and conferences all focusing on older workers. AARP, The Conference Board, NCOA, the Administration on Aging, the Hudson Institute and many more supported this work. (Note: I have over 50 books on my bookshelf on the subject and endless research studies and reports).
How My Own Work Began
At USC, my introduction to older worker issues came out of an assignment (opportunity?) to develop a three-day event for 1,000 attendees on the university campus. It was to celebrate the centennial year of the university (you only get to do this once in your lifetime!). The theme was “Work, Aging & Retirement” and I was immediately intrigued.
Developing the First National Training on Aging
I was struck by the lack of serious concern about the impact of ageism in the workplace and the failure to address age in management training programs. So in 1981, I wrote a grant funded by the Levi Strauss Co. to develop the first national corporate management training program on aging. Its title was “Age Issues in Management.” The project was subsequently funded through 1987 by the Arco Foundation and the Administration on Aging, and then presented to the Conference Board. All totaled, this became a $750,000 project.
The curriculum was based on contributions from an advisory board of leaders from corporations, government agencies and universities, plus a survey of managers’ needs and interests. It consisted of experiential exercises and 10 case studies (developed by faculty from the USC Marshal School of Business), from which trainers could select.
The program was disseminated to five universities and in turn the universities distributed the program plus a trainer’s guide to 100 corporations throughout the country free of charge.
What Changed on the Ground
The purpose of the initiative was to increase managers’ awareness and knowledge about aging and work, to enhance their older-worker problem-solving skills, and to apply new insights and knowledge to their own work experience. In other words, it was to prevent age discrimination in the workplace and to engage older workers in meaningful ways.
From surveys of managers taken three months post-training, over half said the training affected their own attitudes about age. Among those, one third considered hiring retirees and roughly a quarter planned to recruit older workers. One third of the managers indicated the training influenced their decisions about performance reviews, retraining and retention. Some of their comments:
“I listened to their point of view.”
“I set goals that were realistic and achievable.”
“I will use this employee on a part-time basis.”
“I realize the company was remiss in not providing training to him.
“The training broke down some of the myths about aging.”
The collective work and additional perspectives morphed into a book, “14 Steps in Managing an Aging Work Force (Helen Dennis, Ed., Lexington Books, 1988).
Fast Forward 40 Years: Where We Stand Today
Times have changed, but there are still concerns. Organizations are smarter and typically more cautious in using ageist language.
But it’s more difficult to win an age discrimination lawsuit since a 2009 Supreme Court ruling stating age has to be THE factor, not just one factor, in adverse employment actions. (See Gross v. FBL Financial Services, Inc., 557 U.S. 167, 2009). In 2024, just seven age cases were brought to the US Equal Employment Opportunity Commission.
And replicating errors of the past, AI can foster ageism by rejecting job seekers with 25 plus years of experience.
Signals of Hope and Momentum
More people, movements and organizations are focused on changing attitudes, policies and practices.
A congressional bi-partisan bill waiting to be passed is designed to strengthen anti-discrimination protections for older workers.
Societal ageism and age stereotyping are recognized as national challenges to be overcome.
So we have come a long way. Yet we know there are still “miles to go before we sleep” (with poetic license from Robert Frost). And kudos to all who are continuing the work to move us forward.
Helen Dennis is a nationally-recognized leader and sought-after speaker on issues of aging and the new retirement. As one of the nation’s foremost experts on preparing for the non-financial aspects of retirement, she has worked with more than 25,000 employees at corporations and universities to do just that.
Helen is the co-founder of Project Renewment, a movement of career women defining their next chapters in life. Project Renewment just celebrated its 25th anniversary. Helen is co-author of The Los Angeles Times Bestseller, Project Renewment: The First Retirement Model for Career Women.
Helen writes Successful Aging, a syndicated column for the Southern California News Group that reaches more than 1.2 million readers weekly. Author of nearly 100 articles, she has also edited two books: Retirement Preparation: What Retirement Specialists Need to Know and 14 Steps in Managing an Aging Work Force. She is a member of The Encore Network.