So far the training seems to be making a bigger

consider their racist and sexist mindsets. So far, the training seems to be making a bigger difference than
former initia
tives, but the firm has a long way to go. Laszlo Bock, Google’s top HR executive, said, “Suddenly you go
from being completely oblivious to going, ‘Oh my god, it’s everywhere.’” Critics are skeptical that Google
and other large technology firms will ever count women in their ranks in numbers that reflect the
population, though
research continues to indicate that men and women are highly similar employees. Once Google has
achieved greater diversity than it currently has, perhaps its executives can begin to work on the pay
differentials: a recent Harvard study indicated that women computer scientists receive 89 percent of the
pay men earn for the same jobs.
Questions 2-15. Does this article change your perception of Google as an employer? How? 2-16. Would
you agree that although Google helps to modernize the workplace in other companies, its own
workforce is old-fashioned? 2-17. Why are older employees often neglected or discriminated against?
Case 6
Over the past century, the average age of the workforce has increased as medical science has continued
to enhance longevity and vitality. As we discussed in this chapter, many individuals will work past the
previously established ages of retirement, and the fastest-growing segment of the workforce is
individuals over the age of 55. Unfortunately, older workers face a variety of discriminatory attitudes in
the workplace. Researchers scanned more than 100 publications on age discrimination to determine
what types of age stereotypes were most prevalent across studies. They found that stereotypes inferred
that older workers are lower performers. Research, on the other hand, indicates they are not, and
organizations are realizing the benefits of this needed employee group. Dale Sweere, HR director for
engineering firm Stanley Consultants, is one of the growing number of management professionals
actively recruiting the older workforce. Sweere says older workers “typically hit the ground running
much quicker and they fit into the organization well.” They bring to the job a higher skill level earned
through years of experience, remember an industry’s history, and know the aging customer base.

Tell that to the older worker who is unemployed. Older workers have long been sought by government
contractors, financial firms, and consultants, according to Cornelia Gamlem, president of consulting firm
GEMS Group Ltd., and she actively recruits them. However, the U.S. Bureau of Labor Statistics reports
that the average job search for an unemployed worker over age 55 is 56 weeks, versus 38 weeks for the
rest of the unemployed population. Enter the encore career, a.k.a. unretirement. Increasingly, older
workers who aren’t finding fulfilling positions are seeking to opt out of traditional roles. After long
careers in the workforce, an increasing number are embracing flexible, work-from-home options such as
customer service positions. For instance, Olga Howard, 71, signed on as an independent contractor for
25–30 hours per week with Arise Virtual Solutions, handling questions for a financial software company
after her long-term career ended. Others are starting up new businesses. Chris Farrell, author of