Age biases in employment: - University of Auckland Business Review

e s e a r c hThe field studyNegative discrimination, 30however, is typically 20associated with restricted 10access to training anddevelopment opportunities, 10 0or to employment overall,particularly for non-managerial posts, including projects andpromotions that may be seen as “wasted” on an older workerwho is well qualified. 11 These disadvantages particularly affectthe recruitment and selection process, as an older worker whostruggles to achieve meaningful employment is effectivelybarred from development, productivity and ongoingexperiences within the workplace (which may also bediscriminatory).Shen and Kleiner 12 suggested that discriminatory behavioursin the hiring process occurred as a direct result of the prejudicesand stereotypes employers hold with respect to chronologicaljob category with critical skills shortages, sales as a jobclassification with moderate skills shortages and humanresource administration as a job category with low skillsshortages.The third part of the research involved interviewing20 employers and recruiters, and having them reviewthe resumes and provide “advice” to the applicantsand comment on their employment preferences moregenerally. Interviews were recorded and transcribed,and then coded thematically using a grounded theoryapproach.Applications for advertised positions:The study was a field experiment, carried out by usingwritten applications and resumes to apply for 75 advertisedpositions (a method pioneered by Jowell and Prescott-Clarke in 1969, 15 and applied to age discrimination byBendick in 1996 16 ). The positions sought were nonmanagerial,non-entry roles in either consumer (FMCG)sales (47 positions) or general nursing (28 positions),neither of which are specifically age-stereotyped roles.Three-page resumes were sent in response to advertisedpositions that appeared on-line and in the newspaper inthe greater Auckland area over a two month period. All ofthe positions applied forwere carefully checked forsuitability by matching the Percentage short-listeddescription requirements100with candidate’s resumeprofile. All three candidates’ 90resumes were sent for the 80same position once the70suitability was established.60Each of the applicant’s50resumes included position-40relevant experience for the last five years, as well as arelevant (and equivalent) tertiary qualification.The key difference between the applicants was theirapparent age; the youngest was mid twenties, the middleabout 40, and the oldest approximately 55. The age of theapplicants was signalled by prior job history (presentedin summary format), and year of secondary school andtertiary completion. All applicants were Anglo-Saxon maleswith “ordinary” first and surnames. From a human capitalperspective, the candidates were equivalent, or if broaderor lengthier working experience were seen as relevant, thenolder workers would be preferred.The under-representation of older applicants in the finalshort-list was statisticallysignificant in Study 1(Pearson χ2 2, 72= 8.95,p