Age discrimination in hiring and promotions is a complex issue that can vary across industries, countries, and organizations. While it is difficult to provide an all-encompassing answer, there is evidence to suggest that age discrimination does exist in certain contexts.

1. Hiring Process: Age discrimination can occur during the hiring process, where older candidates may face bias based on their age alone. Research studies have shown that older job seekers are often less likely to receive interview invitations compared to younger applicants with similar qualifications. A study conducted by the National Bureau of Economic Research in the United States found that older women were less likely to receive callbacks for job interviews than younger women, even when their resumes were identical.

2. Promotions: Age discrimination can also manifest in promotions within organizations. Older employees may face barriers to advancement due to assumptions about their ability to adapt to new technologies or work practices. Stereotypes and biases about older workers' productivity and willingness to learn can hinder their chances of being considered for promotions. A study published in the Journal of Applied Psychology found that older employees were less likely to be promoted compared to their younger counterparts, even when their performance evaluations were similar.

3. Cultural Factors: Age discrimination can also be influenced by cultural factors and societal norms. In some industries, there is a preference for younger employees, particularly in sectors that value youthfulness and physical appearance, such as fashion or entertainment. This preference can result in older workers being overlooked for job opportunities or promotions.

4. Legal Protections: Many countries have laws in place to protect against age discrimination, such as the Age Discrimination in Employment Act (ADEA) in the United States or the Equality Act in the United Kingdom. However, these laws may not be effectively enforced or may have limited coverage, leaving older workers vulnerable to discrimination.

It is important to note that not all organizations engage in age discrimination, and some actively promote diversity and inclusion across age groups. However, the prevalence of age discrimination highlights the need for ongoing efforts to raise awareness, challenge biases, and create inclusive work environments that value employees of all ages.

References:

• Neumark, D., Burn, I., & Button, P. (2019). Age Discrimination and Hiring of Older Workers. National Bureau of Economic Research.
• Finkelstein, L. M., & Burke, M. J. (1998). Age Discrimination in Organizations: Using Social Identity Theory to Explain the Differential Treatment of Older Workers. Journal of Applied Psychology, 83(3), 379-391.
• Taylor, P., & Walker, A. (1998). Employers and Older Workers: Attitudes and Employment Practices. Ageing and Society, 18(6), 641-658.