Age Discrimination by Platforms
Age Discrimination by Platforms
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平台的年龄歧视
DOI：
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发表时间：
2018
期刊：
影响因子：
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通讯作者：
Ifeoma Ajunwa
中科院分区：
文献类型：
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作者：
Ifeoma Ajunwa
本文探讨了工作场所的平台（包括社交媒体和招聘平台）如何可能促成、促进或促成就业中的年龄歧视。本文首先列举了流行平台上存在年龄歧视的证据，尤其是在设计元素上，这些元素被用来划定界限、劝阻或剔除年长的申请者。然后，它提出了由平台调解这种歧视性做法所引起的具有挑战性的法律问题，特别是在证明差别待遇和差别影响方面。然后，本文提出了在平台威权主义面前打击年龄歧视的三部分建议。这些建议包括：1)关于在招聘广告中使用年龄歧视语言的教育；2)通过编纂加强《就业年龄歧视法》（ADEA）的差异性影响诉因；3)新的平等就业机会委员会关于招聘广告、招聘和招聘平台的设计和文档要求的指导方针。
This Essay explores how platforms in the workplace (both social media and hiring platforms) might enable, facilitate, or contribute to age discrimination in employment. The Essay starts with evidence of age discrimination on popular platforms particularly with regard to design elements used to redline, dissuade, or cull older applicants. It then presents the challenging legal issues raised by the mediation of such discriminatory practices by a platform, notably in regards to proof of both disparate treatment and disparate impact. The Essay then puts forth a three-part proposal to combat age discrimination in the face of platform authoritarianism. Those proposals include: 1) education regarding the use of ageist language in job ads; 2) the reinforcement of the disparate impact cause of action for the Age Discrimination in Employment Act (ADEA) via codification; and 3) new EEOC guidelines for design and documentation requirements for job advertisement, recruitment, and hiring platforms.