For a host of reasons, in the new economy experience and the skills that come with age now count for less and less. Companies are hiring and promoting more managers who are under 40, and older workers are being let go. (Author)

Presents a critique of research on midlife adult career development, outlining a multidimensional theory based on the work of Levinson, Super, Erickson, Hall, and others. Elaborates some limitations of life stage research and discusses implications for education-work policy and practice. (SK)

This booklet explains and reproduces the text of the 1978 amendments to the Age Discrimination in Employment Act (ADEA). It also gives the actual committee on conference report as well as reports of the House labor committee and the Senate human resources committee. In its introductory explanation, the booklet discusses the most publicized…

Examined images of aging women depicted in periodical advertising over a 10-year period. Analyzed content for frequency, products involved, setting, value orientation, and change over time. Found older women in less than 1% of the advertisements, and no significant changes from 1967-1977. (Author/JAC)

Previous research suggests that one basis for age discrimination involves stereotypes about older people. Situational variables, however, may influence the extent to which these stereotypes affect decisions in employment. One situational variable, the age composition of the applicant pool, was varied to determine the degree to which age bias in…

This annual report on the Age Discrimination in Employment Act describes activities conducted under the Act in 1969. The Act prohibits discrimination in any of the terms of employment against individuals between 40 and 65 years of age. Coverage is extended to employers of 25 or more persons in occupations for which age is not a bona fide…

Studied whether middle-aged adults' attitudes toward the aged could be changed through specially designed educational experiences. The adults' attitudes toward older persons changed significantly in a positive direction following the workshop experience, while those in the control group decreased. It was concluded the workshop had a significant…

Advertising educators have a responsibility to make students aware of the importance of the mature market (older people) and to teach them methods to reach this group. An assignment in a copywriting class asked students to write and design ads to promote blue jeans to adults over 50. The assignment accomplished three things: (1) helped students…

The Age Discrimination in Employment Act of 1967 (ADEA) prohibits discrimination against persons aged 40 to 65; the ADEA Amendments of 1978 restrict mandatory retirement. Age 65 has been widely regarded as a customary age for retirement, given widespread eligibility for retirement benefits at that age. Substantial numbers of older workers leave…

Presents guidelines for human resource managers for addressing both company and worker needs in areas such as personnel research, organization and job design, and training and retraining. (Author)

Employment practices and attitudes toward the middle aged worker in Western Europe and the United States reflect age discrimination. Regulatory legislation is clearly needed. (MW)

Millions of older women who work face combined age and sex discrimination. Fifty percent more women aged 45-54 (3.5 million) will enter the job market in the next two decades and face the same problems. Illegal discriminatory practices encountered by older women when job hunting include exclusion from a job opportunity because of a male selecting…

Popular images of middle-aged and older women seldom include the image of women as workers. But paid work is extremely important in the lives of many older women. However, they face problems of unequal compensation, occupational segregation, and age and sex discrimination. (SK)

Describes the job search experiences of 348 previously unemployed managers and professionals over age 40. Reasons most frequently cited for leaving jobs were company reorganization, personality conflict, budget cut, and firm went out of business. Two most important barriers to reemployment given were age and being overqualified. Offers…

This fact sheet provides statistics on various aspects of the special concern of midlife and older women in the labor force. It looks at the number of such women in the work force, marital status, displaced homemakers, and occupational categories represented by these women. Other areas of consideration are the cost-effectiveness of hiring older…