Hires for Amazon warehouses, which can be very physically demanding jobs. Indifferent age or disability as long as you can do the work, which means you are expected to work as a twentysomething, despite older age or less physical mobility. But does work w/ you to help you meet the necessary quotas before letting you go.
Once you have a long tenure in the company of 20 or more years the company starts to encourage you with buyouts. Most recently many people with tenure in the company found themselves being targeted for being too long in salary grade but yet were still seen as solid performers and were basically asked to leave. Not uncommon for younger workers to start asking when you will retire so that they can have a chance.
In my experience of decades at Intel, I saw very few retirements. Most employees were "gone" when they reached their fifties. A few searches for the average age at termination for layoffs at Intel shows the pattern. It is ironic that management places great emphasis on non-discrimination, except for age. So, definitely not age-friendly.
HR focus on internal leadership program(s) of recent graduate recruits. Internal HR training does not include age-friendly MBOs. Age-related stereotypes are often-used tactics in disparaging older employees.
over the years the company taken deliberate actions to reduce head count and have targeted people 58 and above
Not many employees over 50. They profile older employees and target them by salary, options/grants, and eligibility for early retirement. This company publicly states they want to be the most diverse employer. Obviously not when it comes to age. HR focus on internal leadership program(s) of recent graduate recruits. Internal HR training does not include age-friendly MBOs. Age-related stereotypes are often-used tactics in disparaging older employees.
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After reading the comments by those who express their perspective of age related discriminating practices by more than a few employers, I felt very concerned for older workers that need/desire employment. I wonder if these employers understand that it is not just the revenue from young adults that keep them in business. I wonder how they would survive if the older generation would stop supporting their businesses. I also wonder if these employers understand the principle of sowing and reaping? I am grateful to your agency for providing the results of your survey and your commitment to provide older workers with reliable job leads.
-- Marie Moore, AARP