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Age discrimination is common and occurs in all types of industries, fields, and professions all across the world. The common misperceptions about “older workers” include hard‐to‐break habits, technological ignorance, and lack of energy and flexibility. Such attitudes, expectations, and perceptions of older workers should not exist in our professional community. Whether old or young, all people should be treated with respect and dignity. The purpose of this article is to understand the reasons behind age discrimination and ways to prevent it from occurring in the workplace. Removing age discrimination in the workplace lies in the hands of all organisations. First, they need to demolish the myths of age and realise its strengths, such as reliability, mature judgement, lack of impulsivity, timeliness, strong work ethics, and experience. Second, upper management should educate its chain of managers and supervisors about the effects discrimination has on the company’s financial situation as well as its reputation. The government plays a major role in enforcing the laws regarding age discrimination and punishing those who are unlawful.

Analyses the effects of age on the level of job satisfaction of accountants in Singapore. Four categories of accountants namely, government auditors, internal auditors, non‐auditor accountants, and external auditors were identified according to the nature of work performed by each, i.e. job‐type. Results of a three‐way analysis of variance (ANOVA) show that both age and job type, taken individually, have a direct significant effect on job satisfaction. In addition, there is also an interaction effect between age and job‐type on job satisfaction. In general, older accountants are more satisfied with their jobs than their younger counterparts. However their satisfaction increases at varying rates depending on their job types.

Although older American spend increasingly large sums of money on goods and services, it is widely believed by financial service providers and retailers that these individuals make relatively little use of credit cards. Using a large national sample of respondents from different age groups, finds that older adults use credit cards as frequently as younger adults when circumstances and opportunities for consumption in both groups are similar. Age‐related declines in use of credit cards may reflect changes in lifestyles and other circumstances associated with age, not age per se. Discusses implications of the results for retailers and consumer credit lenders.

Modelling for age and retirement becomes essential in many situations where promotion is age‐based and retirement is on attaining a particular age. A step by step approach to modelling retirement and average age of population through system dynamics is presented. The deterministic situation, with fixed residence time, is presented first and, then, the system equations are modified to accommodate probabilistic age of individuals by normal distribution. The proposed model has been tested and a few policy alternatives are suggested.

Sets out the US law concerning age discrimination and looks at how recent court cases have ruled out the “ burden of proof” that the employee have to show before winning an age discrimination case. Summarizes the legal protection given by the Age Discrimination Employment Act against discrimination in recruitment, again quoting case law to show how this law is being applied.

“Think back to your last birthday. Think of the age you reached. Some people have told us that they feel a different age‐either older or younger‐than their actual age. What age do you feel on the inside?”

Individuals over age 65 represent the fastest-growing segment of the population, yet they are also the least studied group and are most likely to be excluded from research most likely to apply to them. A significant reason for this deficit has been a dearth of scientists and clinicians to care for and study the many diseases that impact older adults. The purpose of this manuscript is to help early-stage clinician-scientists develop local forums fostering their career developments.

In this manuscript, the difficulties associated with raising new generations of researchers in aging and offer suggestions for how early-stage clinician-scientists can foster career development in aging are discussed. This paper draws upon a local example, ARIES, to explain how early-stage investigators can be brought together with the goal of creating a pipeline of future leaders in aging research.

The model may empower more early-stage clinicians to successfully pursue aging research.

The current success of aging researchers in the early stages serves as a model for creating similar career development programs designed for early-stage researchers in aging.

This paper presents a reliability assessment of adhesive joints using chip‐on‐glass (COG) technology which was conducted by testing samples at various aging temperatures and at high humidity.The range of aging temperatures took into account the glass transition temperature (Tg) of the adhesive films. The effects of high temperature and high humidity on the bond strength of flip‐chip‐on‐glass joints were evaluated by shear testing as well as by microstructural examination.It was found that aging generally caused a decrease in shear strength while the aging temperature was below the glass transition temperature of ACF. When the aging temperature was slightly above the Tg of the ACF, a significant decrease in shear strength was observed. Moreover, results from scanning electronic microscopy revealed the presence of some voids near the component bumps, resulting in high stresses at the high aging temperature. DSC results showed that the ACF was not fully cured, allowing moisture absorption more seriously than a fully cured ACF, leading to joint degradation.

The aim of this paper is to provide an overview of the Achieving Age Equality Toolkit, to give the background to its development, and to advise readers of the ways in which it has already been successful in the health and social care arena.

The subject of this paper is the ban on age discrimination in goods and services that came into force on 1 October 2012. The objectives of the paper are achieved by setting out the policy context, and by detailing how the age equality recommendations were made through an independent review.

Older people have different experiences of health and social care services, but most want to be able to access support when they need it. Age as a barrier to treatment and screening in areas such as mental health and cancer continue to give cause for concern. Organisations need to ensure they are working in an “age equal” way across services.

Implications for further research could include an assessment of the extent of “institutional ageism” in services after the ban on age discrimination in goods and services on 1 October 2012.

The article illustrates through case studies how use of the toolkit enables one organisation to better identify where changes are needed towards embedding anti age discrimination practice.

As well as obeying legal requirements, ending age discrimination in health and social care requires a change in hearts and minds towards encouraging society to think differently about the ways in which older people are supported by health and social care services.

Since the review, there have been repeated cases of age discrimination in goods and services, illustrating the need for change.

Argues that marketers must consider more than ever the aging consumer. Considers the three demographic issues which must be taken into account before a strategy can be developed: first, stereotypes regarding the aging consumer must be disregarded; second, the aging consumer is not an isolated entity; and third, the aging consumer of the future will be very different from the aging consumer of today. Examines issues such as segmentation by age, marital status, buying power, changes in the work ethic, health, all of which have implications for the marketer.