Since the financial meltdown of 2008, ageism in the workplace has become an increasingly large issue. Organizations have systematically targeted employees who are perceived as “older” or “out of touch,” not because they cannot learn new skills, but because of age and tenure, which can be considered liabilities regardless of performance. Older workers can easily be replaced by younger workers who will work for less. Lower benefits and pension costs also factor into the equation. For many businesses, a policy of ageism is at least in part motivated by cutting costs. I assert that everyone knows someone who has been affected by ageism in some way, shape or form. This instance at Ohio State University is, unfortunately, evocative of a systemic problem. You can read more at The New York Times.
Photo Credit: Ty Wright for The New York Times