Why there’s nothing new about ageism and age discrimination

September 14, 2025

Q. I recently turned 68 and have many years of successful administrative and sales experience. In the past 14 months, I’ve applied to more than 100 jobs, including Target, Home Depot and Ikea, and did not even get to the next level of hiring. I dress nicely, have a trim build, lots of energy, recent relevant experience and still no offers. In working with a career coach, I have done everything to make my resume look younger. Can you please write about unconscious age bias? T.B.

How frustrating! For over 50 years, we have been talking about the same thing – ageism in the workplace and older worker engagement.

Before we get to your question, here is a bit of historical context.  

The Age Discrimination in Employment Act of 1967 (ADEA) states, “It is unlawful to discriminate against any individual age 40 or older because of their age with respect to … recruitment, hiring, firing, promotion, layoff, compensation, benefits, job assignments and training.”

In 1970, a book written by Harold L. Sheppard entitled “Towards an Industrial Gerontology” defined “gerontology” as the study of employment and retirement problems of middle-aged and older workers. (Note: That term is no longer used.) If we look at the table of contents, the themes are familiar. They refer to retraining and job redesign, older workers and new careers and age discrimination 

In the 1980s, there were multiple hearings to the Senate Special Commission on Aging focusing on a national older worker policy, the federal role in promoting work opportunities, the cost of older workers and private sector examples. 

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So this is not a new topic for our nation and society. We’ve been at it a long time.

Here are a few facts, courtesy of AARP, to bring us up to date:

• Roughly two-thirds of older workers have seen or experienced age discrimination, according to AARP research. 

• Nearly one in six adults currently working or looking for work report that they were not hired for a job they applied for within the past two years because of their age. 

• Over one in ten report being passed up for a promotion or chance to get ahead because of their age.

At the same time, the Pew Research Center reports the older workforce is growing. It has quadrupled in size to 11 million since the mid-80s. This may be due in part to changes to the Social Security system, which raised the age workers receive full retirement benefits, from ages 65 to 67, encouraging them to continue working rather than retiring. Also, another reason for the increased number is that older adults are healthier and are able to continue working.

Now to unconscious age biases. I had the opportunity to have a conversation with Janine Vanderburg, a thought leader and expert on the subject. She briefly noted just three unconscious biases among the many. 

• Bias 1: Older people are digitally incompetent. She noted that we (older persons) have adapted, migrating from party telephone lines to all kinds of devices. And with our experience, we can ask the right questions and interpret the answers. 

• Bias 2: Older adults cannot learn new things. Vanderburg referenced all of the lifelong learning programs offered throughout the country (indicating desire and ability to learn.) 

• Bias 3: Risks in hiring older subordinates who may know more than you do.  This may be true, but is not a good reason to reject them.  They likely are an asset.

Another bias in making employment decisions is based on appearance. In one study, younger and older applicants presented the same skills on an application. After face-to-face interviews, older candidates were offered jobs with compensation 40 percent lower than younger applicants.

Vanderburg also noted that not all age biases are unconscious. Some are intentional.

I asked her if she was optimistic about older adults finding work opportunities. She said, “long term, yes,” indicating that demography is destiny. We have a growing older population and many who want to work. “They are resilient and have overcome 9/11, the dotcom bust, the 2008 recession and COVID.”  Short term, her answer changed with less optimism because of the uncertain environment. She added that companies don’t know what to do, not knowing their hard costs, implications from tariffs, and more. 

One of the issues is job availability. The U.S. Chamber of Commerce reports that in California, there are 155 job seekers for every 100 jobs. Job scarcity means more competition and less employment. 

The mission against ageism continues. In May 2025, a bipartisan Senate bill was introduced entitled “Protecting Older Workers from Age Discrimination Act (POWADA)” to level the playing field for older workers and protect Americans from age discrimination in the workplace.

We have trends, commentaries, legislation and data that provide us with the landscape. Yet what counts is the individual experience.   

Thank you, T.B., for your important question and best wishes in continuing your search; keep going. As a reminder, know that small acts of kindness count. Note: a future column will comment more on unconscious age bias and some tips to consider. 

Helen Dennis is a nationally recognized leader on issues of aging and the new retirement with academic, corporate and nonprofit experience. Contact Helen with your questions and comments at Helendenn@gmail.com.Visit Helen at HelenMdennis.com and follow her on facebook.com/SuccessfulAgingCommunity