Perceived Workplace Age Discrimination, Retirement Pressure, and Workplace Stress: Advancing Equity for a Diverse Aging Workforce

Background and Purpose: As the nation continues to age, so does the U.S. workforce, with middle-aged and older adults representing the fastest-growing segment. Yet, many face unsupportive work environments, hindering their ability to thrive on the job. Age discrimination and pressure to retire not only can limit career advancement but also undermine mental health and economic stability. For workers from historically marginalized racial and ethnic communities, these challenges are further compounded by structural inequities. This study investigates how the intersection of perceived age discrimination, retirement pressure, and race/ethnicity shapes workplace stress, aiming to inform equitable workforce policies and inclusive, age-friendly employment practices.

Methods: We analyzed cross-sectional data from the 2018 wave of the Health and Retirement Study (HRS), using both the RAND and CORE files. The sample included 3,361 full-time workers aged 50 or older. Perceived age discrimination and pressure to retire were measured on 4-point Likert scales and recoded as binary (high vs. low). The dependent variable, workplace stress, ranged from 1 (low) to 4 (high). Ordered logistic regression assessed the effects of age discrimination and retirement pressure, testing race/ethnicity as a moderator. Models controlled for age, gender, education, self-rated health, income-to-poverty ratio, and job satisfaction.

Results: Perceived workplace age discrimination (OR = 1.40, p = .01) and pressure to retire before 65 (OR = 1.91, p < .001) were both significantly associated with higher workplace stress. Notably, compared to non-Hispanic White workers, Hispanic and non-Hispanic Black workers reported lower stress (OR = 0.73, p = .003; OR = 0.62, p=.001). However, interaction models revealed that Hispanic and non-Hispanic Black workers who perceived age discrimination reported significantly higher workplace stress than their White counterparts (OR = 1.55, p = .048 and OR = 2.00, p = .001, respectively). Notably, Hispanic workers who felt pressured to retire reported lower stress than non-Hispanic White workers under similar conditions (OR = 0.53, p = .011). Female, higher education, and higher income-to-poverty ratio were also associated with increased stress, while older age, higher job satisfaction, and higher self-rated health were linked to lower stress.

Conclusions and Implications: This study reveals that while older Hispanic and non-Hispanic Black workers report lower average workplace stress, the perception of age discrimination exacerbates stress more acutely for these groups—highlighting the compounding associations of the intersection of race/ethnicity and age discrimination. Interestingly, Hispanic workers under retirement pressure reported lower stress than Whites, which may reflect culturally grounded views of retirement or the influence of the Hispanic Health Paradox—where better-than-expected health outcomes occur despite socioeconomic disadvantages. These findings present nuanced perspectives and expand the narratives around aging and work, emphasizing the need for intersectional, culturally responsive workplace policies. To truly support a diverse aging workforce, social work science must lead transformative change by aligning research with practice and policy reforms that address both age- and race/ethnicity-based intersections and inequities in employment contexts.