By Deena Williams Newman
It’s not fair; but who said life was fair? A normally upbeat 63-year-old man is devastated when he is laid off with no explanation; he learns he will be replaced by someone much younger the company does not have to pay as much. A 60-year-old woman is not happy at her job and needs to make a move, but finds it difficult to find anything else at her age. A recently divorced woman, age 56, finds it impossible to make ends meet on her low salary, but finds her employment options are limited.
Time and time again, mature adults are getting shafted. Age discrimination is alive and well. Some of the baby boomers (born between 1946 and 1964) have already left or will be leaving the work force in the next several years. Others are doing well, living longer, and do not intend to give up working any time soon. Still others, due to circumstances beyond their control, are forced to step aside.
Congress passed the Age Discrimination in Employment Act in 1967, and it was later amended. Employers with 20 or more employees cannot discriminate against employees who are over 40 years old. 1 Unfortunately, many companies don’t seem to be aware of this law or they essentially ignore it.
Author Dana Wilkey wrote an article in 2018 published by the Society for Human Resource Management titled, “Discrimination Against Older Workers May be Common but Hard to Prove.” She quoted Laurie McCann, a senior attorney for the AARP Foundation Litigation. McCann said, “The things that employers say, write or intimate about age can be so subtle that they don’t provide a smoking gun that can prove discrimination.” 2
Why It Is Wrong
Why is it wrong to ignore mature adults? First, some good, talented people are treated unfairly and become bitter instead of using their skills. Others may take a job for which they are overqualified just to keep some health insurance and retirement benefits. It is a tragic waste of resources.
Second, it is wrong because people should never be discriminated against because of gender, race, ethnic background, sexual orientation or age. Many individuals who are 65 have wisdom and skills they need and want to share. Work environments full of 30- and 40-year-old employees can be boring, lacking the patience and maturity that time and experience bring. Diversity is vital to the health of any organization.
Third, it is wrong because it glorifies the current youth culture, which silently broadcasts that everything young is good and everything old is bad. New blood and talents are seen as necessary to progress and move ahead. Older employers are sometimes viewed as simply holding the organization back.
What Can Churches Do?
What can and should churches do? Christians should reach out to older employees in their congregation, wrap their arms around them, and offer support and encouragement. They can offer skills training, resume writing help, computer classes and other services.
One big hurdle for mature adults is technology, which seems to change almost daily. Computer skills are essential for mature adults to search for a new job or to keep their current job. Some employers have complained unfairly that older adults are slower to catch on and have difficulty with rapidly changing programs and systems. This may be expected for individuals who came of age before widespread computer use.
Churches should provide retirement advice for those who are considering leaving the workplace. Many have debated the best age for retirement. Financial guru Suze Orman has suggested 70 as the ideal age to retire, while others have indicated that a person’s life situation, such as health issues, caregiving responsibilities and financial circumstances should determine the best age to retire. 3
Churches should also lead by example in their pastor and staff searches. While older ministers have many years of experience, they are often overlooked in job searches. Often the attitudes of church personnel committee members are just as bad — if not worse than — those in the corporate world. Churches should consider a 60-year-old person with 35 years of experience instead of a 35-year-old with perhaps 10 years of experience. They should at least take a second look at someone who is more seasoned instead of settling for someone who has likely never handled tough circumstances before.
Researcher and author Tom Rainer states, “The age of 55 is a psychological barrier for many churches when hiring, and it’s a shame.” He admits, however, that all age discrimination is not malicious. 4
Churches can also provide coordinated volunteer opportunities to match the skills of their retired population. Household maintenance, quilting, knitting, sewing, tutoring, landscape work, caregiving and auto repair are just a few examples.
I have observed numerous examples of mature individuals who have spread the love of God while in their later years. One couple, then in their 70s, grew turnip greens and distributed them to people in need in their community. An 80-year-old woman in a former church used the wordless book to spread the gospel on a mission trip to Brazil. Yet another woman in her 80s told the Bible story to children during Vacation Bible School each year, in spite of her blindness. A retired Navy man in his 70s shared God’s love with toddlers each Sunday. A woman in her 70s in another state faithfully sent cards of cheer and greetings for many years until her health declined.
From what I can tell, God does not give us a date for retirement or a time limit for Christians to serve, whether in paid or volunteer positions. We are to show respect for the elderly and are to carry out God’s mission for as long as we can.
— Deena Williams Newman is a freelance writer, educator, and minister living in Leesburg, Georgia.
Footnotes:
1 Richard Hammer. “Pastor, Church & &Law. Volume 3. Chapter 8. www.churchlawandtax.com/library/employment-law/chapter-8-part-3-employment.
2 Wilkey, Dana. “Discrimination against Older Workers May be Common but Hard to Prove.” Society for Human Resource Management. May 3, 2018. www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/age-discrimination.
3 Orman, Suze. “Suze Orman Says This is the Age You Should Retire – Not a Month or Year Before.” Money. October 23, 2017. time.com/money/4989314/suze-orman-new-retirement-rule
4 Howe, Jonathan, host. “Age Discrimination and Church Hiring” – Rainer on Leadership #158. September 11, 2015. thomrainer.com/2015/09/age-discrimination-and-church-hiring-rainer-on-leadership.
