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Employers should use voluntary, nondiscriminatory exit and ERIs for employees of all ages.

Deficit-reduction efforts should avoid cuts in programs that serve low- and moderate-income populations. 

Policymakers should use regulatory and legislative measures to prohibit discrimination against the following groups of workers:

Pre-dispute mandatory and binding arbitration as a condition for employment should be prohibited (see also 

The EEOC should give due attention to an aging workforce and maximize protections for older workers under the Age Discrimination in Employment Act (ADEA).

Congress and the executive branch must recognize the importance of the EEOC in enforcing the ADEA, as well as other civil rights laws.

The EEOC should reach out to and inform the business community about ADEA disparate impact standards.

Businesses that bid on federal, state, and local contracts should be required to report any complaints and determinations of unlawful and unfair practices.

The Equal Employment Opportunities Commission (EEOC) must vigorously enforce antidiscrimination laws on behalf of state employees.

Federal and state policymakers should support opportunities to launch, maintain, and grow small businesses.