A discussion of age discrimination in domestic labor market and the empirical analyses - Based on recruitment advertisement on newspapers

• Main Authors: Yu-Wei Liu, 劉又瑋
• Other Authors: Wen-Chi Chou
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/22091500911428189394

碩士 === 國立中正大學 === 勞工關係學系暨研究所 === 99 === Abstract Aiming at age discrimination, Employment Services Act Article 5 was amended and promulgated regulations in principle on May 23rd, 2007. Based on the regulations, this study, with Content Analysis, tended to inspect the age restrictions of recruitment advertisement on newspapers and the changes. Adolescent job seekers often applied for a post from recruitment advertisement; even more than 30% older people would do the same. It shows that the recruitment advertisement on newspapers is the primary analysis for age preferences in Taiwan. With in-depth interviews, this study aimed to realize the practical operation of the Government for the present situation and the problems of age discrimination in employment. Having the most popular newspaper, The Liberty Times, (Media Agency Association, MAA, 2008) as the sample, the recruitment advertisement in the year of the amendment of Employment Services Act Article 5 and a year before and after the promulgation, i.e., May 24th in 2006, 2007, and 2008, in Taipei was analyze the age preferences of employers in distinct occupations, compared the job opportunities of job seekers in the same age group, explored the possible age restrictions in the recruitment conditions, and discussed the preferable age limit of employers and the hidden age restrictions. The research findings showed the increasing trend of recruitment advertisement without clear age restrictions and decreasing trend with age restrictions and no age restrictions. Moreover, domestic labor market presented stratification that the job opportunities for job seekers in different age groups appeared the most job opportunities in the age group of 30-44, followed by the age group of 15-29, and the least in the age group of 45-65. In regard to age restrictions, job seekers in the age group of 45-65 received the most age restrictions, followed by the age group of 30-44, and the least in the age group of 15-29. Because of the prejudice of employers and the negative stereotype, senior workers suffered from discriminative treatment that age restrictions in recruitment advertisement resulted in the difficulties of senior workers in employment. The most age restrictions appeared on job seekers for technicians and associate professionals, service staff and salespeople, machinery operators and assembly workers, as well as non-technicians and laborers, showing that laboring and non-technical positions presented more age restrictions. Age restrictions seemed to be reduced; however, it was indeed hidden that age restrictions were first decrease but then increased. Presently, age preferences and stratification still existed in the entire labor market. It is expected that job capability, rather than ages, could be taken into account in the labor market and more equal employment opportunities would be offered. Key words: employment age discrimination, ageism, age restriction, age preference, stratification of labor market