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(单词翻译:双击或拖选)
DAVID GREENE, HOST:
All right. The job market is hot right now, and businesses are scrambling1 to find available workers. But worker advocates say age discrimination persists when it comes to recruitment and hiring. Several pending2 legal cases are putting the spotlight3 on this issue, as NPR's Yuki Noguchi reports.
YUKI NOGUCHI, BYLINE4: Linda Bradley's two decades at a call center came to an end when she was laid off about a year and a half ago. Since then, she's combed the Internet every day looking for jobs without much luck. Bradley is 45 and lives near Columbus, Ohio. Last year, someone at her union mentioned how recruiters often target online ads at younger candidates.
LINDA BRADLEY: I thought to myself, oh, that's why I wasn't seeing some of the ads that my daughter had seen on her Facebook.
NOGUCHI: Her daughter, who is 26, got hired right away. Bradley eventually took the only job she could land, making far less than before. She continues searching but feels disadvantaged.
BRADLEY: To have someone withhold5 something that you qualify for - and I'm sorry. I get emotional talking about it. And it's a struggle taking care of four children, not being able to have the same opportunities as everybody else.
NOGUCHI: Bradley is now a plaintiff in a suit filed by the Communications Workers of America against T-Mobile, Facebook and a host of other businesses. The suit alleges6 the companies discriminate7 by excluding older workers from seeing their ads. T-Mobile didn't respond to requests seeking comment on the case; Facebook also declined. But in a December blog post, Facebook's vice8 president of ads, Rob Goldman, defended the practice. He argued that tailoring ads is not illegal so long as the recruitment campaign overall is designed to reach all demographic groups. But Bradley says that's not what she observes.
BRADLEY: If I would've saw ads for employment, I would have definitely noticed them because I'm looking for employment.
NOGUCHI: Workplace civil rights law prohibits discrimination against workers 40 and older, yet worker advocates say recruiters sometimes exclude older workers by narrowing how and where they look for candidates. In addition to Bradley's suit, another recent case has challenged whether an employer can recruit exclusively on college campuses. Jody Calemine is chief of staff with the Communications Workers.
JODY CALEMINE: We see that this is one of the factors that keeps older workers out of the job market after a job loss.
NOGUCHI: Last month, Facebook signed a legally binding9 agreement pledging to stop allowing advertisers to exclude people based on race, nationality or sexual orientation10. But Calemine notes that did not include prohibitions11 on exclusions12 based on age.
CALEMINE: The agreement shows that they can fix the age discrimination issue very quickly, but they are resisting. And that is very perplexing.
NOGUCHI: Facebook allows users to click on a feature to see why they're seeing certain ads. Calemine says those disclosures are explicit13 about their target audience. One T-Mobile job he cites seeks 18 to 38-year-olds.
CALEMINE: My jaw14 dropped as I saw some of the ads we were able to uncover.
NOGUCHI: Calemine says targeted advertising15 - the profit engine for most sites - is a new frontier for discrimination.
CALEMINE: Their business relies on this microtargeting. The problem is microtargeting can be discrimination. Civil rights don't stop when you turn on your computer.
NOGUCHI: But making the case in court won't be easy. Laurie McCann is a lawyer for the AARP Foundation, a nonprofit fighting poverty among seniors.
LAURIE MCCANN: Hiring discrimination is very difficult to prove because the applicant16 is on the outside looking in.
NOGUCHI: She says, in these types of cases, the applicants17 aren't claiming the employer discriminated18 against them personally. Rather, McCann says, they're arguing the recruitment process itself has a discriminatory effect. That is, by targeting recruitment to younger people, employers end up excluding older job seekers. Whether that's a violation19 of law, McCann says, is the question.
MCCANN: The issue is whether or not workers can even get into the courthouse door to challenge that practice that clearly screens out older workers.
NOGUCHI: That's the legal hurdle20 Dale Kleber must clear. Kleber is 62, a lawyer and former executive at a Fortune 500 company living just outside Chicago. Three years ago, he applied21 for a legal job with medical technology firm CareFusion. The posting specified22 it was looking for candidates with three to seven years of experience but no more than seven. Kleber applied anyway, was rejected, then sued.
DALE KLEBER: I thought that was blatantly23 discriminatory. Most people who are 40 years or older had been a lawyer for more than seven years.
NOGUCHI: In April, a three-judge panel on a federal appeals court ruled in Kleber's favor. They said the law protects applicants like Kleber. But the case remains24 in limbo25. CareFusion, which is now owned by another company, is appealing the decision. In a statement, the company denies its policies discriminate. But Kleber takes issue with the company's defense26.
KLEBER: The response that the company gave was, well, Mr. Kleber was overqualified. And, frankly27, I think that's a code word really for age discrimination.
NOGUCHI: The case will be reheard by the full 7th Circuit Appeals Court in November. Yuki Noguchi, NPR News, Washington.
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1 scrambling | |
v.快速爬行( scramble的现在分词 );攀登;争夺;(军事飞机)紧急起飞 | |
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2 pending | |
prep.直到,等待…期间;adj.待定的;迫近的 | |
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3 spotlight | |
n.公众注意的中心,聚光灯,探照灯,视听,注意,醒目 | |
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4 byline | |
n.署名;v.署名 | |
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5 withhold | |
v.拒绝,不给;使停止,阻挡 | |
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6 alleges | |
断言,宣称,辩解( allege的第三人称单数 ) | |
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7 discriminate | |
v.区别,辨别,区分;有区别地对待 | |
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8 vice | |
n.坏事;恶习;[pl.]台钳,老虎钳;adj.副的 | |
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9 binding | |
有约束力的,有效的,应遵守的 | |
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10 orientation | |
n.方向,目标;熟悉,适应,情况介绍 | |
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11 prohibitions | |
禁令,禁律( prohibition的名词复数 ); 禁酒; 禁例 | |
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12 exclusions | |
n.不包括的项目:如接受服务项目是由投保以前已患有的疾病或伤害引致的,保险公司有权拒绝支付。;拒绝( exclusion的名词复数 );排除;被排斥在外的人(或事物);排外主义 | |
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13 explicit | |
adj.详述的,明确的;坦率的;显然的 | |
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14 jaw | |
n.颚,颌,说教,流言蜚语;v.喋喋不休,教训 | |
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15 advertising | |
n.广告业;广告活动 a.广告的;广告业务的 | |
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16 applicant | |
n.申请人,求职者,请求者 | |
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17 applicants | |
申请人,求职人( applicant的名词复数 ) | |
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18 discriminated | |
分别,辨别,区分( discriminate的过去式和过去分词 ); 歧视,有差别地对待 | |
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19 violation | |
n.违反(行为),违背(行为),侵犯 | |
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20 hurdle | |
n.跳栏,栏架;障碍,困难;vi.进行跨栏赛 | |
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21 applied | |
adj.应用的;v.应用,适用 | |
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22 specified | |
adj.特定的 | |
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23 blatantly | |
ad.公开地 | |
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24 remains | |
n.剩余物,残留物;遗体,遗迹 | |
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25 limbo | |
n.地狱的边缘;监狱 | |
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26 defense | |
n.防御,保卫;[pl.]防务工事;辩护,答辩 | |
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27 frankly | |
adv.坦白地,直率地;坦率地说 | |
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