Repeated inquiries can go unanswered, like space probes lost in a distant galaxy. 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. ADVERTISEMENT As for Mr. Adair, he said he had been through the same job-application routine so many times that it felt like “Groundhog Day.” Over the years, he consulted three lawyers about age discrimination. Each time, they advised that an individual lawsuit would not be worth the legal costs. ImageMr. Adair’s notes from a session for job hunters. “It’s devastating,” Mr. Adair, a former Toyota quality manager, said of his repeated rejections. “You go through the stages just like dying.” Mr. Adair’s notes from a session for job hunters. “It’s devastating,” Mr. Adair, a former Toyota quality manager, said of his repeated rejections. “You go through the stages just like dying.”Credit...Andrea Morales for The New York Times With a small pension and Social Security, he said, he and his wife are “just getting by.” “It’s devastating,” Mr. Adair said. “You go through the stages just like dying. First you can’t believe it. You’re so sure and your wife is so sure, and even the recruiter is. Then you get mad.” By the end, you feel like giving up, he said. Wanted: Greener Employees Hiring complaints and lawsuits are rarely filed because they are difficult to prove and the cost is high, said Robert E. Weisberg, a regional attorney with the federal Equal Employment Opportunity Commission in Florida. To bring a case against Seasons 52, a national restaurant chain, Mr. Weisberg said, the commission looked to establish a pattern of bias over a period of years by combining statistical analyses with testimony from applicants. ADVERTISEMENT The agency examined whether the chain could have hired so few applicants 40 or older if there had been no age discrimination, and calculated the odds at less than one in 10,000, according to court documents. The commission also collected affidavits from 139 applicants at 35 restaurants. George Simmons was 45 when he applied at a Seasons 52 in Lone Tree, Colo., in 2014. “My interview was going well until the interviewer asked me my age,” he stated. After he answered, he said, he was shown the door. “I asked what was the problem,” he said, “and the interviewer responde ...

1. Repeated inquiries can go unanswered, like space probes lost in
a distant galaxy. 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.
ADVERTISEMENT
As for Mr. Adair, he said he had been through the same job-
application routine so many times
that it felt like “Groundhog Day.” Over the years, he consulted
three lawyers about age
discrimination. Each time, they advised that an individual
lawsuit would not be worth the legal
costs.
ImageMr. Adair’s notes from a session for job hunters. “It’s
devastating,” Mr. Adair, a former

2. Toyota quality manager, said of his repeated rejections. “You
go through the stages just like
dying.”
Mr. Adair’s notes from a session for job hunters. “It’s
devastating,” Mr. Adair, a former Toyota
quality manager, said of his repeated rejections. “You go
through the stages just like
dying.”Credit...Andrea Morales for The New York Times
With a small pension and Social Security, he said, he and his
wife are “just getting by.”
“It’s devastating,” Mr. Adair said. “You go through the stages
just like dying. First you can’t
believe it. You’re so sure and your wife is so sure, and even the
recruiter is. Then you get mad.”
By the end, you feel like giving up, he said.
Wanted: Greener Employees
Hiring complaints and lawsuits are rarely filed because they are
difficult to prove and the cost is
high, said Robert E. Weisberg, a regional attorney with the
federal Equal Employment
Opportunity Commission in Florida.
To bring a case against Seasons 52, a national restaurant chain,
Mr. Weisberg said, the
commission looked to establish a pattern of bias over a period
of years by combining statistical
analyses with testimony from applicants.
ADVERTISEMENT
The agency examined whether the chain could have hired so few
applicants 40 or older if there
had been no age discrimination, and calculated the odds at less
than one in 10,000, according

3. to court documents. The commission also collected affidavits
from 139 applicants at 35
restaurants.
George Simmons was 45 when he applied at a Seasons 52 in
Lone Tree, Colo., in 2014. “My
interview was going well until the interviewer asked me my
age,” he stated. After he answered,
he said, he was shown the door. “I asked what was the
problem,” he said, “and the interviewer
responded that the restaurant was looking for younger people.”
Heidi Barsaloux was 44 when she applied for a bartender
position at a Seasons 52 in
Schaumburg, Ill., in 2010. “An interviewer told me that they
were not looking for people with that
much experience and wanted people who were more green,” she
said.
A third applicant was told, “We are not looking for old white
guys.”
Ultimately, the chain, part of Darden Restaurants, agreed last
year to pay $2.85 million and hire
a monitor to prevent discrimination against applicants over 40.
As part of the settlement, the
chain denied any wrongdoing.
ADVERTISEMENT
There have been other legal offensives.
The Communications Workers of America has filed a lawsuit on
behalf of millions of older
Americans against Amazon, T-Mobile and Cox

4. Communications, accusing them and hundreds
of other major employers of systematic age discrimination in
hiring based on targeted online
advertising.
The union and several workers have also filed complaints with
the Equal Employment
Opportunity Commissionagainst more than 70 employers and
employment agencies related to
age discrimination in recruiting. It expects that some of those
will turn into class-action lawsuits.
By exposing so much of the help-wanted process on the
internet, “the transformation to digital
recruiting has shined a spotlight on how discrimination happens,
and it’s made it much easier to
do so,” said Peter Romer-Friedman, a lawyer at Outten &
Golden working with the union. “We’re
going to start going after these companies, one by one.”
And in a broad settlement with civil rights groups and the
union, Facebook agreed to eliminate
the ability of advertisers to screen out minority groups, women
or older job seekers from seeing
particular help-wanted listings.
ADVERTISEMENT
ImageFacebook has agreed not to let advertisers screen out
minority groups, women or older
job seekers from seeing particular job listings. In one example
of the practice, users who clicked
on “Why am I seeing this ad?” were told it was aimed at men 18
to 50 who live in or were

5. recently near Fort Worth.
Facebook has agreed not to let advertisers screen out minority
groups, women or older job
seekers from seeing particular job listings. In one example of
the practice, users who clicked on
“Why am I seeing this ad?” were told it was aimed at men 18 to
50 who live in or were recently
near Fort Worth.
Facebook itself can control which ads users see by delivering
them based on age, gender and
ZIP code.
“We want the E.E.O.C. to declare that this type of exclusionary
advertising is unlawful” on any
online platform, Mr. Romer-Friedman said.
Joe Osborne, a Facebook spokesman, said the company had
taken steps to combat hiring
discrimination and was exploring what more to do.
ADVERTISEMENT
A Cap on Experience
Dale E. Kleber had been out of work for three years when he
saw a posting in 2014 for a legal
position at CareFusion, a medical technology company. At 58,
with three of his four children
living at home, in a suburb of Chicago, he was feeling the
financial strain of prolonged
unemployment.
So even though the ad specified that applicants should have no
more than seven years of
experience, Mr. Kleber applied. CareFusion ended up hiring a
29-year-old.
Mr. Kleber, a veteran lawyer and former general counsel of a

6. national dairy and food company,
sued, arguing that a limit on experience effectively ruled out
older applicants.
“Litigation is a terrible way to settle disputes,” said Mr. Kleber,
who during his career had
defended companies against complaints filed with the E.E.O.C.
“It’s a very uncertain process, it
is fraught with risk, and sometimes it comes out wrong.”
ADVERTISEMENT
Putting a cap on experience, though, “just seemed so
egregious,” he said.
The United States Court of Appeals for the Seventh Circuit did
not agree. In a ruling this year
supporting CareFusion, it stated that recruiting practices that
have the effect of screening out
older applicants — what is known in legal terms as having a
“disparate impact” — did not violate
the law.
The decision mirrored one involving R. J. Reynolds Tobacco
made earlier by the Court of
Appeals for 11th Circuit in Atlanta, which the Supreme Court
declined to review. It ruled that
unlike employees already on the payroll who can show that a
policy has a negative impact on a
group regardless of the motivation, applicants would have to
prove intentional discrimination.
Troy Kirkpatrick, a spokesman for Becton Dickinson and
Company, which owns CareFusion,

7. said, “We are deeply committed to providing equal employment
opportunities and a workplace
free from discrimination, and as such we are pleased with the
decision from the Seventh Circuit
Court of Appeals.”
In April, Mr. Kleber and the AARP Foundation asked the United
States Supreme Court to review
the case.
ADVERTISEMENT
“It defies common sense,” Mr. Kleber said, to think Congress
“intended to offer greater legal
protections to people who have jobs than people looking for
jobs” when it passed the Age
Discrimination in Employment Act in 1967.
Other older workers and advocates elsewhere are making the
same argument, pushing for a
broader interpretation of the law.
In a federal court in California, a class-action lawsuit against
the global accounting firm PwC
that claims “substantial evidence of age disparities in hiring”
was certified in April. The company
noted on its career website and in reports that the average age
of its 220,000-member work
force was 27, and that 80 percent of the staff members were
millennials (born after 1981).
PwC responded that the company’s “hiring practices are merit-
based and have nothing to do
with age.” It added, “The plaintiffs’ accusations are false, and
we will prove that in court.”
Follow Patricia Cohen on Twitter: @PatcohenNYT.

8. RELATED COVERAGE
Facebook Job Ads Raise Concerns About Age
DiscriminationDEC. 20, 2017
Shown the Door, Older Workers Find Bias Hard to ProveAUG.
7, 2017
the new old age: Ageism: A ‘Prevalent and Insidious’ Health
ThreatAPRIL 26, 2019
The New Old Age: He Called Older Employees ‘Dead Wood.’
Two Sued for Age
Discrimination.JULY 6, 2018
https://www.nytimes.com/
SUBSCRIBE NOWLOG IN
New Evidence of Age Bias in Hiring, and a Push to Fight It
ImageTom Adair, right, at a weekly meeting of job seekers over
50 at a church in Madison, Ala.
At 71, he says he has repeatedly been passed over for jobs
despite doing well in phone
interviews.
Tom Adair, right, at a weekly meeting of job seekers over 50 at
a church in Madison, Ala. At 71,
he says he has repeatedly been passed over for jobs despite
doing well in phone
interviews.Credit...Andrea Morales for The New York Times
Share on FacebookPost on TwitterMail
By Patricia Cohen
June 7, 2019

9. MADISON, Ala. — Across the United States, mammoth
corporations and family businesses
share a complaint: a shortage of workers. As the unemployment
rate has tunneled its way to a
half-century low, employers insist they must scramble to lure
applicants.
The shadow of age bias in hiring, though, 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.
The problem is getting more scrutiny after revelations that
hundreds of employers shut out
middle-aged and older Americans in their recruiting on
Facebook, LinkedIn and other platforms.
Those disclosures are supercharging a wave of litigation.
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.
ADVERTISEMENT
It is complicating an already challenging juncture of life.
Workers over 50 — about 54 million
Americans — are now facing much more precarious financial
circumstances, a legacy of the
recession.
More than half of workers over 50 lose longtime jobs before
they are ready to retire, according

10. to a recent analysis by the Urban Institute and ProPublica. Of
those, nine out of 10 never
recover their previous earning power. Some are able to find
only piecemeal or gig work.
“If you lose your job at an older age, it’s really hard to get a
new one,” said Richard Johnson, an
Urban Institute economist who worked on the analysis.
‘The Look in Their Eyes’
Tom Adair dressed in a sharply pressed white shirt and a blue
blazer with gold buttons for the
weekly meeting for ExperiencePlus, a group for job seekers
over 50 held in the small library at
St. John the Baptist Church in Madison, Ala., near Huntsville.
ADVERTISEMENT
A former quality manager at Toyota and an Air Force
consultant, Mr. Adair said he has had
temporary consulting assignments over the last decade but has
not been able to get a steady
full-time job since the recession’s nadir in 2009.
“I ace the phone interviews,” Mr. Adair said. “They say: ‘Your
résumé speaks volumes. You
could hit the ground running. It looks like you’re the perfect
fit.’”
“But you come in, and you’re D.O.A.,” said Mr. Adair, who is
71 and has neatly clipped gray hair.
“You can see the look in their eyes.”
“My wife says: ‘We need to get you a face-lift. We need to get

11. your hair dyed,’” he said.
Older workers are much more likely to wrestle with prolonged
joblessness than younger ones,
according to the Bureau of Labor Statistics. On average, a 54-
year-old job hunter will be
unemployed for nearly a year.
empathy/APA-Format.docx
Running head: Issues of Aging Workforce 2
Running Head: Issues of aging Workforce 1
Issues of Aging Workforce: Examining the Effects
On Helping and Empathy of Responsibility
900723595
Chicago State University

14. Issues of Aging Workforce: Examining the Effects
On Helping and Empathy of Responsibility
900723595
Chicago State University
empathy/ORIGINAL_HW_done_by EssaysGuru.docx
Running head: EMPATHY
1
EMPATHY
2
Empathy
Name
Institution

15. Empathy
From the case scenario, I am likely to help the man shovel the
snow so that he can take the mother to the hospital since this is
an emergency case. I will be driven by empathy which is
intended to understand the feelings and emotions while trying to
experience objectively and rationally what another person feels.
Empathy makes people help each other. It is closely related to
altruism - love and concern for others - and the ability to help
(Bošnjaković & Radionov, 2018). I will help the man since I
feel the pain or suffering, he is going through when I put myself
in his place. This awakens the desire to help and act according
to moral principles. A perfect online example that relates to the
case is where a shopper at a supermarket who had spent all the
money available in her pocket received a reprieve when a
stranger decided to help her cater for the bill. The person
showing empathy explained why her mother requested to find
something else to do with his money and he thought helping out
would be appropriate (Readers Digest (nd).
Whenever the group members see someone in need, there is the
desire to lend a hand, especially if they have an emergency. The
ability to put yourself in the other's place, which develops
through empathy, helps to understand better the behavior in
certain circumstances and the way the other makes decisions.
The empathic person is characterized by having affinities and
identifying with another person (Bailey et al., 2020). It knows
how to listen to others, understand their problems and emotions.
When someone says "there was an immediate empathy between
us," it means that there was a great connection, an immediate
identification. Empathy is the opposite of antipathy since
contact with the other person generates pleasure, joy and

16. satisfaction. Empathy is a positive attitude that allows healthy
relationships to be established, generating a better coexistence
between individuals.
References
Bailey, P. E., Brady, B., Ebner, N. C., & Ruffman, T. (2020).
Effects of age on emotion regulation, emotional empathy, and
prosocial behavior. The Journals of Gerontology: Series B,
75(4), 802-810.
Bošnjaković, J., & Radionov, T. (2018). Empathy: Concepts,
Theories and Neuroscientific Basis. Alcoholism and psychiatry
research: Journal on psychiatric research and addictions, 54(2),
123-150.
Readers Digest (nd). 24 Stories about the touching kindness of
strangers that’ll make you tear up. Readers Digest.
Retrieved from https://www.rd.com/true-
stories/inspiring/kindness-strangers/
Running head: EMPATHY
1
Empathy

17. Name
Institution
Running head: EMPATHY
1
Empathy
Name
Institution

18. empathy/Submitted-in-school-with-Feedback.docx
Student ID # 900723595
Comment by Rayne Bozeman: YOU SCORED 5.5/25.
Please review the comments below and address each one for
your final proposal. Do not add anything new unless the
comment states that something was missing. Otherwise, just
make edits. Do not start from scratch. See the Notes to Fix
document on Moodle for APA formatting. Set up an
appointment if you have any questions.
TITLE PAGE (0/2 points)
- 2 points Missing title page. See Moodle for an example title
page; Go to the section for APA Research Proposal; open the
folder called “Paper Editing” then open the document called
“Sample APA Paper”
Your title page must contain running head, manuscript header,

19. paper title, student ID number, page number and institutional
affiliation; do not include an author note.
OPENING PARAGRAPH (1/4 points)
- 3 points; The opening paragraph should only be 1 paragraph
long. You are off to a good start here. You went into a lot of
detail about the empathy IV but remember that you have 2 IVs
and a DV. You need to mention all 3 variables to set up the
argument of this research. Please add the following details:
1. You will need your paper title on this first page. It should
match your paper title.
2. Start by explaining that people can be discriminated against
because of their age. Try to find a specific example of cage-
based discrimination from the news or a well-known recent
issue.
This is not meant to be a personal narrative. You should not be
using “I” statements. This about how the articles you read were
written. They talk about the problem as a neutral 3rd party.
They do not use a 1st person perspective.
3. Mention that one way age discrimination plays out is by who
gets helped. People tend to help those who are similar to
themselves (ingroup members) more than they help outgroup
members.
4. Then explain that empathy can be the solution to this problem
of helping discrimination.
GROUP MEMBERSHIP (0/4 points)
- 4 points; In class, we graded the Nier et al. (2001) article
questions. The instructions for this assignment were to make the
changes based on the feedback you received and include it as a
paragraph here. Please review that document and make those

20. changes, then add that paragraph.
EMPATHY (0/4 points)
- 4 points You were given detailed feedback for the Coke,
Batson & McDavis (1978) Article Summary assignment. The
instructions for this Introduction assignment were to make the
changes based on the feedback you received and include the
summary here. Please review that document and make those
changes, then add that paragraph.
HYPOTHESES (0/2 points)
- 1 point; The instructions for this assignment state that before
you state the specific hypothesis, you should try to pull this
research together by summarizing why it is important to look at
group membership and diffusion of responsibility in order to
increase outgroup helping behavior (1-2 sentences).
- 1 point; You were given the exact wording of the hypotheses
in the introduction assignment. Please include it here.
REFERENCES (0/4 points)
You are missing a reference page. You should include
references for the two articles you were assigned for this paper.
CLARITY, SPELLING & APA (4.5/5 points)
See the comment below.
I am likely to help the man shovel the snow so that he can take
the mother to the hospital since this is an emergency case. I will
be driven by empathy which is intended to understand the
feelings and emotions while trying to experience objectively
and rationally what another person feels. Empathy makes people
help each other. It is closely related to altruism - love and
concern for others - and the ability to help. I will help the man
since I feel the pain or suffering, he is going through when I put
myself in his place. This awakens the desire to help and act
according to moral principles. A perfect online example that

21. relates to the case is where a shopper at a supermarket who had
spent all the money available in her pocket received a reprieve
when a stranger decided to help her cater for the bill. The
person showing empathy explained why her mother requested to
find something else to do with his money and he thought
helping out would be appropriate (Readers Digest (nd).
The ability to put yourself in the other's place, which develops
through empathy, helps to understand better the behavior in
certain circumstances and the way the other makes decisions.
The empathic person is characterized by having affinities and
identifying with another person (Bailey et al., 2020). It knows
how to listen to others, understand their problems and emotions.
When someone says "there was an immediate empathy between
us," it means that there was a great connection, an immediate
identification. Empathy is the opposite of antipathy since
contact with the other person generates pleasure, joy and
satisfaction. Empathy is a positive attitude that allows healthy
relationships to be established, generating a better coexistence
between individuals.