在我们的社会中，年龄一直是并将继续成为人们所持状态的一个至关重要的文化因素。同样的意义在文化，政治和互动等各种人口指标中都有提示，并且在未来几十年里只会加剧。在许多地方，越来越多的人担心，特别是针对老年雇员的年龄歧视被认为是英国组织中的一个非常严重的问题。此外，还有很多人认为，必须制定一些立法，对就业速度的任何种类的年龄歧视采取一些严格的措施（Roscigno et al。2007）。对于就业中的年龄不平等和歧视问题，与种族，阶级和性别相比，社会学关注度较低。基于年龄的歧视并不是什么新鲜事;但随着人口年龄的增长，在西方国家尤其如此。
In our society, age has always been and will continue to be a crucial cultural factor of the status one holds. The significance of the same is suggested by every demographic indicator like culturally, politically and interactionally and in the decades ahead it would only be intensified. In many quarters there has been an increasing concern that discrimination on the basis of age especially against the older employees is regarded as a very serious issue in the organizations of UK. Moreover, there are many who are of the view that there must be some legislation which takes some stringent actions for any kind of age discrimination at the pace of employment (Roscigno et al. 2007). Little sociological attention as compared to race, class and gender has been provided to the topic of age inequality and discrimination in employment. Discrimination on the basis of age is not something new; but as populations age it has become more evident particularly in the western nations.
Discrimination on the Basis of Age
It has been observed in interviews, surveys and experimental analysis demonstrate that mangers are inclined to draw decision on the basis of the stereotypical opinions of the older workforce and favor the younger workforce in cases of legitimating how workforce mobility decisions are made and rewards are distributed (Hutchens 1988). With regards of the same, classic work conducted by many researchers in the past has shown that if not resistant, the perceptions of older workers as less responsive to the changes in workplace. Moreover, they are also regarded as slow, inflexible, difficult, unorganized and also expensive to train by the younger coworkers and managers. Given the evidence that older workforce generally show less turnover, higher job commitment and lower rate of absenteeism as compared to the younger workers; such stereotypes are striking and sometimes take in a gender-specific character.