Age discrimination in the workplace remains a prevalent issue across the United States, including in Iowa. As the workforce continues to age, it’s essential to recognize and address the challenges faced by older workers.
Age discrimination occurs when an employer treats an individual less favorably because of their age. Most often this occurs to older employees, but Iowa law protects against age discrimination at any age.
Despite federal and state laws prohibiting such discrimination, it remains a persistent problem in many workplaces. According to the U.S. Equal Employment Opportunity Commission (EEOC), age discrimination claims account for a significant portion of all discrimination complaints filed annually with the agency.
In Iowa, older workers often face stereotypes and misconceptions about their abilities, productivity, and adaptability. They may encounter barriers to employment, promotions, or training opportunities due to ageist attitudes prevalent in some workplaces.
Age Discrimination Across Different Aspects of Employment
Age discrimination can happen at any time during someone’s employment. Some of the most common times it can happen are:
- Hiring Decisions: Age discrimination during the hiring process often takes the form of bias against older job applicants. Employers may overlook qualified candidates based on stereotypes or assumptions about their ability to adapt to new technologies, learn new skills, or fit into the company culture.
Job advertisements may subtly indicate a preference for younger applicants through language like “dynamic,” “energetic,” or “recent graduates,” which can deter older individuals from applying.
- Layoffs and Downsizing: During periods of organizational restructuring, older workers may be disproportionately targeted for layoffs or early retirement packages. Employers may view older workers as less adaptable to change, more expensive due to higher salaries or benefits, or less productive compared to younger employees.
This age-based bias can result in the loss of experienced and skilled employees, leading to a decline in institutional knowledge and productivity. If you are let go as part of a job elimination or larger reduction in force, your employer is required to give you a list of all workers subject to elimination, their ages, and which among them were chosen for elimination. - Promotions and Advancement: Age discrimination can also impact older workers’ opportunities for advancement within an organization. Despite possessing the necessary qualifications and experience, older employees may be passed over for promotions in favor of younger candidates.
Employers may perceive younger workers as having greater potential for growth or as better fits for leadership roles, perpetuating age-related biases in decision-making processes. - Compensation Disparities: Older workers may experience disparities in compensation compared to their younger counterparts, even when performing similar roles with comparable levels of experience and expertise.
Employers may justify lower salaries or fewer benefits for older employees based on assumptions about their career trajectory or perceived value to the organization. This practice not only undermines older workers’ financial security but also reinforces age-based inequalities in the workforce. - Job Assignments and Responsibilities: Age discrimination can also manifest in the allocation of job assignments, responsibilities, and opportunities for professional development.
Older workers may be excluded from high-profile projects, training programs, or leadership initiatives based on assumptions about their ability to adapt to new challenges or contribute innovative ideas. This lack of inclusion can hinder older employees’ career growth and limit their potential for advancement within the organization.
Iowa Laws Against Age Discrimination
In Iowa, age discrimination is prohibited under both federal and state laws. The Age Discrimination in Employment Act (ADEA) of 1967 protects individuals aged 40 and older from discrimination. Iowa’s Civil Rights Act protects employees of all ages.
Under these laws, it is illegal for employers to discriminate against employees or job applicants based on their age. Employers are prohibited from making employment decisions based on stereotypes or assumptions about an individual’s abilities or limitations due to age. Employers must also provide equal opportunities for training, advancement, and benefits regardless of age.
Challenges Faced by Older Workers in Iowa
If you believe you have been discriminated against in the workplace because of your age, RSH Legal employment law attorneys may be able to help. To get your free, no-obligation case evaluation, please call 1-800-433-0283.
