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The success or failure of the Age Discrimination in Employment Act (ADEA) depends on the actions of both federal and state agencies.

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.

Government employees do not enjoy the same protections against discrimination as private employees.

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

The nature of work continues to change, and many people find it necessary to work for a living for extended periods.

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

One component of the workforce development system focuses on helping people identify and apply for jobs.