Infurating. Illegal. And most ad agencies get away with it.
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Age discrimination is the hardest discrimination to prove and we definitely applaud and support Duncan Milner in his lawsuit against TBWA. End age discrimination now.
Over 65! Not only the "experience" it is the real expertise of having done more, spent more time thinking, building, creating.
Big thanks to the MIT Technology Review for publishing this lengthy, informative and well written article. Download the PDF by clicking here.
Age discrimination is real and will affect you.
The shadow of age bias in hiring, is long.
Tens of thousands of workers say that even with the right qualifications for a job, they are repeatedly turned away because they are over 50, or even 40, and considered too old.
But as cases make their way to court, the legal road for proving age discrimination, always difficult, has only roughened. Recent decisions by federal appeals courts in Chicago and Atlanta have limited the reach of anti-discrimination protections and made it even harder for job applicants to win.
Workers over 50 — about 54 million Americans — are now facing much more precarious financial circumstances, a legacy of the recession.
In one of the most comprehensive studies, résumés were sent out on behalf of more than 40,000 fictitious applicants of different ages for thousands of low-skill jobs like janitors, administrative assistants and retail sales clerks in 12 cities. In general, the older they were, the fewer callbacks they got.
Those in their 60s “never do better, and often do worse,” than those a decade or two younger, said David Neumark, an economics professor at the University of California, Irvine, who oversaw the research.
It is toughest for women, who suffer more age discrimination than men starting in their 40s, the researchers found. “The evidence of age discrimination against women kind of pops out in every study,” Mr. Neumark said.
Click on the picture to read the full article
There are roughly 50 million women 55+ in the U.S. While it is totally laudable that 4 are "cool" and many more are still active and vibrant, the reality for women 55+ is even harsher than the reality for men 55+. Ageism is the silent, last bias that we must fight.
55+ Wages grew at only 17% of the rate of 35-54 workers
Wages for workers between 55 and 64 years old grew by 0.8% between 2007 and 2019, according to a report from the New School for Social Research. 35-54 year olds saw a 4.7% jump during that same period.
The disparity comes down to bargaining power, CNBC reports. Older Americans with limited retirement savings have less of a financial cushion to fall back on, and employers know it. Also, many senior workers are less willing or able to move cities for work, further limiting their options.
The CNBC Report
Older workers haven’t seen a raise. Here’s why
Published Thu, May 2 2019 2:40 PM EDT Annie Nova@AnnieReporter
That’s the takeaway from a new report by researchers at the Retirement Equity Lab at the New School for Social Research.
Weekly earnings for workers aged 55 to 64 were only 0.8% higher in the first quarter of 2019 than they were in the first quarter of 2007, after accounting for inflation, they found. For comparison, earnings rose 4.7% during that same period for workers between the ages of 35 and 54.
As the wages of older workers peter out, the number of them in the workforce are only growing. Some 10,000 baby boomers turn 65 every day. More than half of the 11.4 million jobs expected to be added to the U.S. economy over the next seven years will be filled by workers over 55.
Why are these workers getting the short end of the stick?
“The main reason people working at older ages don’t have higher wages is because they don’t have bargaining power, and the reason they don’t have bargaining power is they don’t have a good fallback pension,” said Teresa Ghilarducci, an economics professor at the New School for Social Research.
“If everyone has a really secure pension plan, they can go to the labor market and bargain with employers,” she said.
However, today less than half of older employees have access to a retirement plan though their job.
Employers also exploit the fact that many older people can’t pack up and move across the country for different job opportunities, Ghilarducci said.
As a result, employers “can basically offer them just enough money to get them above the poverty line and they have to take it or leave it.”
Another problem? The growth of the gig economy, where wages are low and uncertain, and retirement plans basically are non-existent, Ghilarducci said.
In 2015, nearly 25% of older workers said they were in an “alternative work arrangement,” defined as on-call, contract or gig work, up from 15% in 2005, the researchers at the New School found.
What’s more, workers over the age of 55 are three times more likely than workers under 35 to be in alternative work arrangements.
Harry Campbell, the founder of TheRideshareGuy.com, surveyed more than 1,000 Uber and Lyft drivers last year. He found that 66 percent of them were over 50.
Older drivers find it hard to plan for the future, he said.
“It’s a good job to help pay the bills but very difficult to save for big purchases like the house or retirement,” Campbell said.
A vicious cycle develops, in which older workers lack the retirement savings to negotiate better wages, and then the lower wages they pick up make it all that much harder for them to walk away from the workforce.
“More people will die in their boots,” Ghilarducci said. “They’ll never be able to retire.”
Original article: https://www.cnbc.com/2019/05/02/older-workers-wages-arent-growing-heres-why.html
Of 11 "top" agencies, 3 did not have one person over 55
We looked at AdAge's 2019 Top Agencies and found that, while 55+ represented 19% of the total staff, 3 agencies had a grand total of 0 including, funny enough, Cashmere, AdAge's top multicultural agency of the year. Which only serves to remind us: Age is the last frontier, the forgotten minority.
If you'd like to see the rest (and they have even less, way less, people 55+) click here.
If I didn't recognize any 55+ as being 55+, my apologies. If I said someone was (shudder!) 55+ and he/she wasn't... my apologies too, of course.
Of 17 people visibly over 55 from the 89 shown, McCann (my old Alma Mater along with FCB) accounted fully for 30%.
If you are an advertiser, why you should care about your agency's ageism practices
Discrimination against experienced older employees in ad land leads to missed opportunities and lost revenue. It’s high time the industry adopts a more mature approach.
By Ryan Wallman 15 Apr 2019 7:00 am
Alex Murrell, head of planning at Epoch Design, recently wrote an excellent article in which he compared the proportion of people aged over 50 in various industries. In fields such as science and law, he noted, the figure is more than 30%. In advertising? Just 6%, according to an IPA paper.
If you work in advertising and you’re over the age of 35, you can expect to be called ‘old’. Oh, OK, I’m exaggerating – it’s actually more like 30.
The demographic make-up of the advertising industry sends a pretty clear message to people who have the gall to a) stay alive and b) keep working past the age of 30. And that message is: “Fuck you and the mobility scooter you rode in on.”
Consider, for example, that consumers over 50 account for around 60% of all car sales. And yet when did you last see a car ad that didn’t feature attractive 20-somethings zipping around to an electropop soundtrack?
For some (if not most) brands, this is commercial insanity.
According to Gallop, ageist attitudes in the advertising industry – and in business more broadly – are particularly egregious towards women. This wouldn’t come as a shock to most people, given the low representation of women in senior roles and the apparently endemic culture of sexism at some agencies.
(To read more, click the picture)
Published in Marketing Week (click on the link to see the full article)