「釋義」
職場中的年齡歧視指雇主經(jīng)常對老年工作者有負(fù)面看法。即使老年工作者并不必然比年輕的同事身體狀況差、教育程度低、缺乏技能和生產(chǎn)力低，但是年齡歧視仍持續(xù)存在。

「應(yīng)用場景」
偏見存在的源頭是難以杜絕且普遍存在的年齡歧視。對年長員工的負(fù)面刻板印象蓋過了正面特質(zhì)，既破壞了職場環(huán)境，還降低了“青年崇拜”文化中年長人士的價值。年長的人會發(fā)現(xiàn)自己在面臨招聘決策、晉升，甚至志愿工作機(jī)會時，往往處于劣勢。美國退休人員協(xié)會（AARP）的研究發(fā)現(xiàn)，45歲到74歲的員工中，大概2/3的人稱自己曾在職場中看到或遭遇過年齡歧視，其中高達(dá)92%的人表示，年齡歧視極其（或比較）普遍。

Yet the flawed perceptions persist, a byproduct of stubborn and pervasive ageism. Positive attributes of older workers are crowded out by negative stereotypes that infect work settings and devalue older adults in a youth-oriented culture. Older adults regularly find themselves on the losing end of hiring decisions, promotions, and even volunteer opportunities. Research from AARP found that approxi-mately two-thirds of workers ages 45 to 74 said they have seen or experienced age discrimina-tion in the workplace. Of those, a remarkable 92% said age discrimination is very, or somewhat, common.

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《無人退休的窘境》
保羅·歐文
2019年4月刊
“When No One Retires”
by Paul Irving