Latest news with #ageism
Washington Post
a day ago
- Business
- Washington Post
Work Advice: Manager hints that age, caretaking makes me bad at my job
Reader: I'm a woman in my early 60s in a sales engineering role for a software vendor. My team supports nontechnical salespeople in a different management chain. My manager, 'Kelly,' is in her late 50s. The nontechnical sales manager, 'Tiffany,' is in her early 40s. Kelly was in a meeting with Tiffany and Tiffany's boss, a younger man in his 40s. According to Kelly, Tiffany and her manager were suggesting replacing me with 'someone who has more energy.' Tiffany indicated that I'm struggling at the company, but she has never spoken to anyone I've worked with or seen any of my performance evaluations. I have a stellar performance record. In addition, I'm currently taking intermittent two-week leaves of absence under my state's family leave law to care for an aging parent with dementia. Even though I have worked during my leave to help her out, Tiffany complains about the fact that I can't travel because of my parent. Kelly called out Tiffany's complaints as ageism and an improper performance evaluation of someone who's on protected leave. But she was then fired for unspecified 'performance reasons'; I believe it was because of her comments. Kelly says her own manager, who was fired months ago for similarly vague reasons, told her Tiffany is 'evil' and to 'watch your back.' Kelly has hired an employment attorney. I would like HR to move me to a different role so I don't have to deal with Tiffany and her manager's biases toward older workers. But when I bring this up to HR, all they say is that Tiffany and her manager have been coached on how to provide feedback without using vague words like 'energy.' HR is doing nothing and won't address the retaliation against Kelly. What would you do? Karla: First, I would waste no more time talking to HR. That flies in the face of my usual advice, but in this case, it sounds as though they have done all they can or care to do about the matter. To be fair, they probably aren't allowed to go any further into how your colleagues have been counseled or disciplined, and they may not have the authority to grant you a job transfer at your own request. But whether their hands are tied or they're sitting on them, you've exhausted that resource for now. Besides, you know all you need to know: Tiffany and her manager have it in for you for reasons that hint at age and caretaker bias. Your manager was fired after calling them out on it, which as you note smacks of retaliation. Unless HR miraculously managed to scare some sense into them, they have motive and means to get rid of you next. Even though you don't seem to report to Tiffany, if she had a hand in getting Kelly fired as you suspect, then she surely has the connections and influence to do the same to you. Before she gets the chance, you need to start fortifying your defense strategy. If you haven't already, document all these incidents — timelines, what was said, potential witnesses and evidence — and bring them to an attorney, perhaps at the firm Kelly has already engaged. Whether you go on to take legal action, at least one short consult with an employment attorney should help confirm your rights and advise you on how best to protect yourself. Document your achievements as well. Build a store of evidence to rebut claims that your performance is suffering. Work your connections in other departments and outside the company to clear an escape path to a better work environment. Stay in touch with Kelly, not just because you're grateful for her having your back, but because you may be able to help each other further. Incidentally, while you're legally entitled to take intermittent leave under federal and (in your case) state law, consider whether there's an alternative way to arrange it. I know. You shouldn't have to. It's beyond me that any human with loved ones would see your situation and feel primarily resentment, rather than gratitude that it's not (yet) them. While I don't know the details behind your arrangement, I assume it's set up the way it is because it was the best you could do with the resources you currently have. Still, alternating two weeks of stressful caretaking with two weeks making up for it under the judgmental eye of someone short on empathy isn't sustainable in the long term. It's hard enough seeing a parent through a long decline without also having to watch your own back. You're going to need relief in one form or another, and soon. Whatever path you decide on, please make yourself a priority.
Forbes
3 days ago
- Business
- Forbes
Raising The Retirement Age Also Requires Employment Policy Reform
Last week, Denmark passed legislation to raise its retirement age to 70 in 2040, positioning the country to have the highest statutory pension eligibility worldwide. But Denmark is not alone. Many other countries in Europe and Asia are making similar moves in response to demographic shifts. The OECD projects that by 2060, the average retirement age in the EU will approach 67, with several countries expected to reach age 70 or more. However, pension reform is only a partial solution. Without protections for older workers, systemic ageism will continue to reduce employment opportunities–risking increased unemployment and poverty. Governments are responding to increasing longevity and declining birth rates. This demographic duo produces older populations and shrinks the labor force, pressuring the sustainability of pension systems designed for shorter lives and larger labor pools. The OECD projects that age-related spending could increase by 6.5 percentage points of GDP between 2021 and 2060. Few governments can sustain multi-decade retirements on a mass scale. As it is, many pensions are inadequate to support independent living. In 2022, the EU had nearly 30 working-age people (20 to 64) for every 10 people aged 65 or older. By 2045, the ratio is expected to drop below 20 for every 10. In China, the retirement age is one of the lowest: 60 for men, 55 for white-collar women and 50 for women in factories. Yet, China's National Health Commission projects that the over-60 population will grow from 280 million in 2022 to more than 400 million by 2035. A decade ago, 10 workers supported each retiree. Today, it's only five. By 2050, it may only be two. Even the U.S. has discussed the possibility of increasing the age for full social security benefits from 67 to 70. However, raising the retirement age creates additional economic challenges. For pension reform to be successful, it requires parallel employment policy reform. Pension reforms are needed. But without systems to support continued hiring, development and retention of older workers, economic insecurity for older workers only increases. Older workers face systemic employment barriers. A 2022 study by the National Bureau of Economic Research revealed workplace age discrimination as a leading indicator of financial instability and heightened poverty risk. Once unemployed, older workers struggle to find re-employment for months or years–often without success. Millions lack retirement savings. The Pew Charitable Trusts reports that in the U.S., as many as 56 million private sector workers lack an employer-sponsored retirement plan. One in five people over 50 have no savings at all. Almost 40% worry about meeting basic living costs such as food and housing. For these people, working indefinitely is the only option for financial security. The consequences of extended unemployment include rising homelessness. The 2024 Annual Homelessness Assessment Report to Congress reported that one in every five people experiencing homelessness was aged 55 or older, with more than 104,000 people experiencing homelessness between the ages of 55 and 64. Another 42,150 people were 65 or older. The report noted that 'nearly half of adults aged 55 or older (46%) were experiencing unsheltered homelessness in places not meant for human habitation.' Homelessness becomes a discriminating factor because most employers refuse to hire people who do not have permanent residence. Once homeless, people find it challenging to re-home, leading to a cycle of chronic homelessness. Some countries are already pairing reform with protective policies, usually falling into one or more of the following four categories: 2. Flexible Retirement and Work Arrangements 3. Targeted Support and Training 4. Income Support for Vulnerable Older Workers Denmark, Netherlands, Germany and the U.K. are notable for integrating flexible retirement options, retraining, and robust legal protections as they raise the retirement age. The U.S. has foundational protections for older workers through the Age Discrimination in Employment Act and the Older Workers Benefit Protection Act; however, these laws have limitations, particularly in enforcement and the burden of proof. Despite numerous legislative proposals to strengthen protections (like POWADA), legislation has stalled in committees for years. As a result, age discrimination remains widespread, and older workers—especially those in their 50s and 60s—face significant barriers to employment, increasing the risk of poverty as retirement ages rise. Since the Trump administration has begun slashing government funding, protections for older workers are disappearing. For example, the Senior Community Service Employment Program (SCSEP), the only federal job training program specifically for low-income seniors, is currently facing complete defunding in 2026. The SCSEP specifically provides job training, reskilling and part-time employment opportunities for low-income, unemployed individuals aged 55 and older. A 2025 report ranks U.S. states from best to worst for older workers. Leading the way are Washington, New Hampshire, Alaska, Maryland and Colorado. These states offer strong labor markets, pay transparency, remote work opportunities, and higher median incomes for seniors. They also provide additional protections and workforce development initiatives that help older workers remain employed. The worst states for older workers include Mississippi, Arkansas, Alabama, West Virginia and Kentucky. These states tended to have higher rates of age discrimination at work, the lowest household incomes and few remote workers among older adults–coupled with a poor entrepreneurial environment. 'Increasing retirement ages have become a prevalent measure taken around the world to address the sustainability of pension systems. However, doing so requires a comprehensive approach that considers broader social, economic, labor market, and health-related factors,' according to a 2024 report from the International Labour Organization. Smart countries are investing in a longevity-centric policy. Instead of viewing ageing populations as an economic threat, they recognize a willing and untapped talent pool. Leveraging older workers is always a smart move, but it is essential in a shrinking labor market. Raising the retirement age may be a necessary step. But without additional employment protections, pathways and purpose, it risks leaving millions behind. In an age of longevity, ageing populations are not a threat to prosperity—they're a key to unlocking it.
CNN
22-05-2025
- Business
- CNN
Workday's discriminatory hiring tech prevented people over 40 from getting hired, lawsuit alleges
Tech firm Workday is facing a collective action lawsuit alleging that its job applicant screening technology is discriminatory, following an order by a California district judge on Friday. The outcome could set a precedent for whether and how companies can use algorithms and artificial intelligence to make hiring decisions, as companies increasingly adopt the technology. Last year, a man named Derek Mobley sued the human resources software company claiming that Workday's algorithms caused him to be rejected from more than 100 jobs on the platform over seven years because of his age, race and disabilities. Four other plaintiffs have since joined with age discrimination allegations. Together, the plaintiffs, all over the age of 40, claim that they submitted hundreds of job applications through Workday and were rejected each time — sometimes within minutes or hours. They blame Workday's algorithm, which they claim 'disproportionately disqualifies individuals over the age of forty (40) from securing gainful employment' when it screens and ranks applicants, court documents state. Judge Rita Lin's Friday preliminary order will allow the case to proceed as a collective action suit — similar to a class action. AI tools can help HR professionals manage the influx of hundreds of applications they receive — some of which may have been created using AI. But experts worry about the technology deciding which candidates are 'most qualified' because AI can contain biases that may prevent people from getting hired based on their age, gender, race or other characteristics. ...Apple Podcasts Spotify Pandora TuneIn iHeart Radio Amazon RSS The American Civil Liberties Union, for example, has warned that AI hiring tools 'pose an enormous danger of exacerbating existing discrimination in the workplace.' In one prominent case in 2018, Amazon did away with an automated job candidate ranking tool after it found the system favored male applicants over women. Still, Workday has denied the claims that its technology is discriminatory. In a statement, a Workday spokesperson noted that the Friday order is a 'preliminary, procedural ruling … that relies on allegations, not evidence.' 'We continue to believe this case is without merit,' the spokesperson said. 'We're confident that once Workday is permitted to defend itself with the facts, the plaintiff's claims will be dismissed.' Used by over 11,000 organizations worldwide, Workday provides a platform for companies to post open jobs, recruit candidates and manage the hiring process; millions of open jobs are listed with its technology each month. It also offers a service called 'HiredScore AI,' which it says uses 'responsible AI' to grade top candidates and cut down the time recruiters spend screening applications. In a court filing opposing the lawsuit's allegations, Workday claims that it does not screen prospective employees for customers and that its technology does not make hiring decisions. But Mobley claims that he was rejected time and again — often without being offered an interview — despite having graduated cum laude from Morehouse College and his nearly decade of experience in financial, IT and customer service jobs. In one instance, he submitted a job application at 12:55 a.m. and received a rejection notice less than an hour later at 1:50 a.m., according to court documents. Another plaintiff, Jill Hughes, said she similarly received automated rejections for hundreds of roles 'often received within a few hours of applying or at odd times outside of business hours … indicating a human did not review the applications,' court documents state. In some cases, she claims those rejection emails erroneously stated that she did not meet the minimum requirements for the role. 'Algorithmic decision-making and data analytics are not, and should not be assumed to be, race neutral, disability neutral, or age neutral,' Mobley's original complaint states. 'Too often, they reinforce and even exacerbate historical and existing discrimination.' Experts say AI hiring tools can demonstrate bias even if companies never instruct them to favor certain categories of people over others. These systems are often trained on the resumes or profiles of existing employees — but if a company's existing workforce is largely male or white, the technology could inadvertently infer that the most successful candidates should share those characteristics. Hilke Schellmann, author of the book 'The Algorithm' about the use of AI in hiring, who is not involved in the Workday lawsuit, recounted a situation in which a different resume evaluation tool awarded more points to resumes with the word 'baseball' over ones that listed 'softball.' 'It was some random job that had nothing to do with sports and probably what happens is that of the resumes the parser analyzed, maybe there were a bunch of people who had 'baseball' on their resume and the tool did a statistical analysis and found out, yeah, it's totally significant,' Schellmann said on CNN's Terms of Service podcast earlier this year. The AI 'wouldn't understand, 'wait a second, baseball has nothing to do with the job,'' she said. Mobley's complaint alleges that Workday's technology works in a similar way. 'If Workday's algorithmic decision-making tools observe that a client-employer disfavors certain candidates who are members of a protected class, it will decrease the rate at which it recommends those candidates,' the complaint states. Lin's Friday order will allow Mobley's lawyers to notify other people who may have similar discrimination claims against Workday and allow them to join the suit. However, Workday can still ask the court to handle the claims individually, rather than as a group. The lawsuit is seeking unspecified monetary damages, as well as a court order requiring the company to change its practices.
CNN
22-05-2025
- Business
- CNN
Workday's discriminatory hiring tech prevented people over 40 from getting hired, lawsuit alleges
Tech firm Workday is facing a collective action lawsuit alleging that its job applicant screening technology is discriminatory, following an order by a California district judge on Friday. The outcome could set a precedent for whether and how companies can use algorithms and artificial intelligence to make hiring decisions, as companies increasingly adopt the technology. Last year, a man named Derek Mobley sued the human resources software company claiming that Workday's algorithms caused him to be rejected from more than 100 jobs on the platform over seven years because of his age, race and disabilities. Four other plaintiffs have since joined with age discrimination allegations. Together, the plaintiffs, all over the age of 40, claim that they submitted hundreds of job applications through Workday and were rejected each time — sometimes within minutes or hours. They blame Workday's algorithm, which they claim 'disproportionately disqualifies individuals over the age of forty (40) from securing gainful employment' when it screens and ranks applicants, court documents state. Judge Rita Lin's Friday preliminary order will allow the case to proceed as a collective action suit — similar to a class action. AI tools can help HR professionals manage the influx of hundreds of applications they receive — some of which may have been created using AI. But experts worry about the technology deciding which candidates are 'most qualified' because AI can contain biases that may prevent people from getting hired based on their age, gender, race or other characteristics. ...Apple Podcasts Spotify Pandora TuneIn iHeart Radio Amazon RSS The American Civil Liberties Union, for example, has warned that AI hiring tools 'pose an enormous danger of exacerbating existing discrimination in the workplace.' In one prominent case in 2018, Amazon did away with an automated job candidate ranking tool after it found the system favored male applicants over women. Still, Workday has denied the claims that its technology is discriminatory. In a statement, a Workday spokesperson noted that the Friday order is a 'preliminary, procedural ruling … that relies on allegations, not evidence.' 'We continue to believe this case is without merit,' the spokesperson said. 'We're confident that once Workday is permitted to defend itself with the facts, the plaintiff's claims will be dismissed.' Used by over 11,000 organizations worldwide, Workday provides a platform for companies to post open jobs, recruit candidates and manage the hiring process; millions of open jobs are listed with its technology each month. It also offers a service called 'HiredScore AI,' which it says uses 'responsible AI' to grade top candidates and cut down the time recruiters spend screening applications. In a court filing opposing the lawsuit's allegations, Workday claims that it does not screen prospective employees for customers and that its technology does not make hiring decisions. But Mobley claims that he was rejected time and again — often without being offered an interview — despite having graduated cum laude from Morehouse College and his nearly decade of experience in financial, IT and customer service jobs. In one instance, he submitted a job application at 12:55 a.m. and received a rejection notice less than an hour later at 1:50 a.m., according to court documents. Another plaintiff, Jill Hughes, said she similarly received automated rejections for hundreds of roles 'often received within a few hours of applying or at odd times outside of business hours … indicating a human did not review the applications,' court documents state. In some cases, she claims those rejection emails erroneously stated that she did not meet the minimum requirements for the role. 'Algorithmic decision-making and data analytics are not, and should not be assumed to be, race neutral, disability neutral, or age neutral,' Mobley's original complaint states. 'Too often, they reinforce and even exacerbate historical and existing discrimination.' Experts say AI hiring tools can demonstrate bias even if companies never instruct them to favor certain categories of people over others. These systems are often trained on the resumes or profiles of existing employees — but if a company's existing workforce is largely male or white, the technology could inadvertently infer that the most successful candidates should share those characteristics. Hilke Schellmann, author of the book 'The Algorithm' about the use of AI in hiring, who is not involved in the Workday lawsuit, recounted a situation in which a different resume evaluation tool awarded more points to resumes with the word 'baseball' over ones that listed 'softball.' 'It was some random job that had nothing to do with sports and probably what happens is that of the resumes the parser analyzed, maybe there were a bunch of people who had 'baseball' on their resume and the tool did a statistical analysis and found out, yeah, it's totally significant,' Schellmann said on CNN's Terms of Service podcast earlier this year. The AI 'wouldn't understand, 'wait a second, baseball has nothing to do with the job,'' she said. Mobley's complaint alleges that Workday's technology works in a similar way. 'If Workday's algorithmic decision-making tools observe that a client-employer disfavors certain candidates who are members of a protected class, it will decrease the rate at which it recommends those candidates,' the complaint states. Lin's Friday order will allow Mobley's lawyers to notify other people who may have similar discrimination claims against Workday and allow them to join the suit. However, Workday can still ask the court to handle the claims individually, rather than as a group. The lawsuit is seeking unspecified monetary damages, as well as a court order requiring the company to change its practices.
CNN
22-05-2025
- Business
- CNN
Workday's discriminatory hiring tech prevented people over 40 from getting hired, lawsuit alleges
Tech firm Workday is facing a collective action lawsuit alleging that its job applicant screening technology is discriminatory, following an order by a California district judge on Friday. The outcome could set a precedent for whether and how companies can use algorithms and artificial intelligence to make hiring decisions, as companies increasingly adopt the technology. Last year, a man named Derek Mobley sued the human resources software company claiming that Workday's algorithms caused him to be rejected from more than 100 jobs on the platform over seven years because of his age, race and disabilities. Four other plaintiffs have since joined with age discrimination allegations. Together, the plaintiffs, all over the age of 40, claim that they submitted hundreds of job applications through Workday and were rejected each time — sometimes within minutes or hours. They blame Workday's algorithm, which they claim 'disproportionately disqualifies individuals over the age of forty (40) from securing gainful employment' when it screens and ranks applicants, court documents state. Judge Rita Lin's Friday preliminary order will allow the case to proceed as a collective action suit — similar to a class action. AI tools can help HR professionals manage the influx of hundreds of applications they receive — some of which may have been created using AI. But experts worry about the technology deciding which candidates are 'most qualified' because AI can contain biases that may prevent people from getting hired based on their age, gender, race or other characteristics. ...Apple Podcasts Spotify Pandora TuneIn iHeart Radio Amazon RSS The American Civil Liberties Union, for example, has warned that AI hiring tools 'pose an enormous danger of exacerbating existing discrimination in the workplace.' In one prominent case in 2018, Amazon did away with an automated job candidate ranking tool after it found the system favored male applicants over women. Still, Workday has denied the claims that its technology is discriminatory. In a statement, a Workday spokesperson noted that the Friday order is a 'preliminary, procedural ruling … that relies on allegations, not evidence.' 'We continue to believe this case is without merit,' the spokesperson said. 'We're confident that once Workday is permitted to defend itself with the facts, the plaintiff's claims will be dismissed.' Used by over 11,000 organizations worldwide, Workday provides a platform for companies to post open jobs, recruit candidates and manage the hiring process; millions of open jobs are listed with its technology each month. It also offers a service called 'HiredScore AI,' which it says uses 'responsible AI' to grade top candidates and cut down the time recruiters spend screening applications. In a court filing opposing the lawsuit's allegations, Workday claims that it does not screen prospective employees for customers and that its technology does not make hiring decisions. But Mobley claims that he was rejected time and again — often without being offered an interview — despite having graduated cum laude from Morehouse College and his nearly decade of experience in financial, IT and customer service jobs. In one instance, he submitted a job application at 12:55 a.m. and received a rejection notice less than an hour later at 1:50 a.m., according to court documents. Another plaintiff, Jill Hughes, said she similarly received automated rejections for hundreds of roles 'often received within a few hours of applying or at odd times outside of business hours … indicating a human did not review the applications,' court documents state. In some cases, she claims those rejection emails erroneously stated that she did not meet the minimum requirements for the role. 'Algorithmic decision-making and data analytics are not, and should not be assumed to be, race neutral, disability neutral, or age neutral,' Mobley's original complaint states. 'Too often, they reinforce and even exacerbate historical and existing discrimination.' Experts say AI hiring tools can demonstrate bias even if companies never instruct them to favor certain categories of people over others. These systems are often trained on the resumes or profiles of existing employees — but if a company's existing workforce is largely male or white, the technology could inadvertently infer that the most successful candidates should share those characteristics. Hilke Schellmann, author of the book 'The Algorithm' about the use of AI in hiring, who is not involved in the Workday lawsuit, recounted a situation in which a different resume evaluation tool awarded more points to resumes with the word 'baseball' over ones that listed 'softball.' 'It was some random job that had nothing to do with sports and probably what happens is that of the resumes the parser analyzed, maybe there were a bunch of people who had 'baseball' on their resume and the tool did a statistical analysis and found out, yeah, it's totally significant,' Schellmann said on CNN's Terms of Service podcast earlier this year. The AI 'wouldn't understand, 'wait a second, baseball has nothing to do with the job,'' she said. Mobley's complaint alleges that Workday's technology works in a similar way. 'If Workday's algorithmic decision-making tools observe that a client-employer disfavors certain candidates who are members of a protected class, it will decrease the rate at which it recommends those candidates,' the complaint states. Lin's Friday order will allow Mobley's lawyers to notify other people who may have similar discrimination claims against Workday and allow them to join the suit. However, Workday can still ask the court to handle the claims individually, rather than as a group. The lawsuit is seeking unspecified monetary damages, as well as a court order requiring the company to change its practices.
