So what? You're scared people won't think you can keep up with those young whippersnappers so you need the government to step in?
Those same rules would be the ones that held you back when you were younger because companies would be forced to hire, or not fire, incompetent old people. Or is this like a tiered system you feel you've paid your dues, having passed that stage of your life where you're classified as "young", and now want to reap the rewards the old people have been dangling in front of you?
All of your assumptions are wrong and ironically, ignorant probably due to your lack of experience.
Rest assured most people only want fair treatment based on merit. Anyone looking for some kind of rest and vest treatment or tenure based security is wrong and that's not what age discrimination is about.
As for the young, if you have truly special talents I know many companies who wouldn't care if you're just out of highschool.
Discrimination law doesn't protect incompetent people, Incompetence is always a reason to fire someone, and inability to do the job is always a reason to not hire someone. It only protects competent people from incompetent racist, agist, sexist or other discriminatory idiots.
> Discrimination law doesn't protect incompetent people, Incompetence is always a reason to fire someone, and inability to do the job is always a reason to not hire someone.
Sure they do. The threat of a discrimination lawsuit has a non-zero price tag and documenting evidence of incompetence, to present if you do get sued, is an added cost as well.
> It only protects competent people from incompetent racist, agist, sexist or other discriminatory idiots.
And it increases the overall cost of everything for the vast majority of us that aren't racist, ageist, sexist or other discriminatory idiots.
if you believe the vast majority of people don't ever discriminate, then, setting aside the issue of systemic discrimination, by all means cite some studies to that effect.
I can cite studies that show significant differences for gendered names, for african american names, and, just because this is aging we are talking about here, here's just one study on job applicants of different ages https://www.ncbi.nlm.nih.gov/pubmed/10724770
That's not to mention things like implicit association tests that show evidence of unconscious bias.
No HR team has ever been successful at finding out applicant's merit before actually test driving them, much less compare them. Especially for something as iffy as sales.
At best they maybe filter out total incompetence. This was clearly not the case this time.
