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<p>Applying Social Identity Theory, this systematic review explores age discrimination faced by younger adults, specifically Millennials (1981–1996) and Gen Z (1997–2012), in academic and professional fields. Three significant studies demonstrating the negative impact of age discrimination on career progression were identified through a rigorous PRISMA review. The analysis demonstrates the manifestation of workplace discrimination in recruitment and compensation procedures, academic obstacles encountered in research funding, and the psychological effects on workplace performance. Systemic barriers hindering career advancement and the psychological toll of age discrimination are illuminated by these findings, which also suggest evidence-based strategies for creating more inclusive professional environments. Moreover, this review’s findings indicate three interrelated patterns: the competence-credibility paradox, retrospective bias amplification, and cumulative disadvantage, which inform policy, legislative, and early educational interventions designed to reduce age discrimination in the workplace, culminating in a call for action.</p>

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Age discrimination against younger adults in academic and professional settings

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2025年10月13日

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  • Asegul Hulus,
  • Christina Michaelidou

摘要

Applying Social Identity Theory, this systematic review explores age discrimination faced by younger adults, specifically Millennials (1981–1996) and Gen Z (1997–2012), in academic and professional fields. Three significant studies demonstrating the negative impact of age discrimination on career progression were identified through a rigorous PRISMA review. The analysis demonstrates the manifestation of workplace discrimination in recruitment and compensation procedures, academic obstacles encountered in research funding, and the psychological effects on workplace performance. Systemic barriers hindering career advancement and the psychological toll of age discrimination are illuminated by these findings, which also suggest evidence-based strategies for creating more inclusive professional environments. Moreover, this review’s findings indicate three interrelated patterns: the competence-credibility paradox, retrospective bias amplification, and cumulative disadvantage, which inform policy, legislative, and early educational interventions designed to reduce age discrimination in the workplace, culminating in a call for action.