I hope you can find people who’ll come forward from the ranks of employers who have experienced having their hands tied by blatant discriminatory policies masked in euphemisms along the lines of “overqualified”. I would be willing to bet there are a lot of folks who’ve found themselves feeling very uncomfortable sitting in the employer’s chair and having to administer discriminatory policies.

I wish you well, but, at the same time, know you’re fighting an uphill battle.

What we also know is that to simply discuss it solves nothing. We have been ‘discussing’ the illegality, the unjustness, the overwhelming loss to society because of it, for far too long. What we also know is that litigation in the current (US) environment isn’t going to happen without very deep pockets on the part of the plaintiff.

Therefore, it appears to me that the most efficient course to pursue is one in the ‘court of the public prevue’. To that end, I am gathering info, reliable info, in order to present a series of articles on the current state of American Age Discrimination.

To that end, I am NOT looking for information regarding instances of age discrimination — we all have those. There are millions of them.

At this point in the discovery, I am seeking to hear from those who have been on the ‘other side of the table’; those who have been involved in the hiring process, or a part of it; and, who have seen, witnessed, been part of age discrimination as it took place in the course of the hiring function.

I know that for every case of age discrimination, there are at least two participants. The one fouled, and the ‘fouler’. I am looking to hear from the ‘fouler’.

I also know that age discrimination occurs blatantly, and it occurs far-less-blatantly. It can be an avoidance behavior or action. It can be an ‘unspoken’ practice. It can be a masked process, covered up by a set of guidelines or prescribed set of rules that can’t be declared biased individually, but when looked at in a broader context, create the same results. There may be a number of rationales; but rarely do any of them stand the test of reality when objectively challenged. It is these ‘hidden’ or ‘unspoken’ practices that I seek to gain knowledge of.

You might be thinking, “Why would someone indict themselves?” Well, it’s not always the case. I believe that many times, one employee is required to follow policies that are not ‘right’, but they haven’t any say in whether they are required to follow and abide by those erroneous acts. We know that those people will probably move on to other work, other employers, or even leave the workforce in time. Once they leave that employer, they may very well be willing to provide insight and factual information of how the illegal and unethical practices are carried out. (I believe there are still a few people out there who believe in doing ‘the right thing’.)

If you would like to participate in my research and discovery, you can email me at reporterdiscovering@gmail.com.

Hope to hear from you soon.