In this task, you are given a text of many news articles seperated by special token "|||||". Your task is to summarize them.

Age discrimination in employment is illegal, but two-thirds of older job seekers report encountering it. At 64, I’m fortunate not to have been one of them, as I work at the American Museum of Natural History, a truly all-age-friendly employer. 
  
 I write about ageism, though, so I hear stories all the time. The 51-year-old Uber driver taking me to Los Angeles International Airport at dawn a few weeks ago told me about a marketing position he thought he was eminently qualified for. He did his homework and nailed the interview. On his way out of the building he overheard, “Yeah, he’s perfect, but he’s too old.” 
  
 I’m lucky enough to get my tech support from JK Scheinberg, the engineer at Apple who led the effort that moved the Mac to Intel processors. A little restless after retiring in 2008, at 54, he figured he’d be a great fit for a position at an Apple store Genius Bar, despite being twice as old as anyone else at the group interview. “On the way out, all three of the interviewers singled me out and said, ‘We’ll be in touch,’ ” he said. To his disappointment, he didn’t hear anything immediately, and he says that he called to follow up. Though he did get an email from a recruiter some days later to set up a second interview, he stopped pursuing the opportunity. 
  
 Recruiters say people with more than three years of work experience need not apply. Ads call for “digital natives,” as if playing video games as a kid is proof of competence. Résumés go unread, as Christina Economos, a science educator with more than 40 years of experience developing curriculum, has learned. “I don’t even get a reply — or they just say, ‘We’ve found someone more suited,’ ” she said. “I feel that my experience, skill set, work ethic, are being dismissed just because of my age. It’s really a blow, since I still feel like a vital human being.” 
  
 A 2016 study by the National Bureau of Economic Research found “robust” evidence that age discrimination in the workplace starts earlier for women and never relents. The pay gap kicks in early, at age 32, when women start getting passed over for promotion. 
  
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 Discouraged and diminished, many older Americans stop looking for work entirely. They become economically dependent, contributing to the misperception that older people are a burden to society, but it’s not by choice. How are older people supposed to remain self-sufficient if they’re forced out of the job market? 
  
 Not one negative stereotype about older workers holds up under scrutiny. Abundant data show that they’re reliable, handle stress well, master new skills and are the most engaged of all workers when offered the chance to grow and advance on the job. Older people might take longer to accomplish a given task, but they make fewer mistakes. They take longer to recover from injury but hurt themselves less often. It’s a wash. Motivation and effort affect output far more than age does. 
  
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 Age prejudice — assuming that someone is too old or too young to handle a task or take on a responsibility — cramps prospects for everyone, old or young. Millennials, who are criticized for having “no work ethic” and “needing to have their hands held,” have trouble getting a foothold in the job market. Unless we tackle age bias, they too are likely to become less employable through no fault of their own, and sooner than they might think. The Age Discrimination in Employment Act kicks in at 40. 
  
 The myth that older workers crowd out younger ones is called the “lump of labor” fallacy, and economists have debunked it countless times. When jobs are scarce, this is true in the narrowest sense, but that’s a labor market problem, not a too-many-old-people problem. 
  
 A 2012 Pew Charitable Trusts study of employment rates over the last 40 years found rates for younger and older workers to be positively correlated. In other words, as more older workers stayed on the job, the employment rate and number of hours worked also improved for younger people. 
  
 Progressive companies know the benefits of workplace diversity. A friend in work force policy calls this the “shoe test”: look under the table, and if everyone’s wearing the same kind of shoes, whether wingtips or flip-flops, you’ve got a problem. It’s blindingly obvious that age belongs alongside race, gender, ability and sexual orientation as a criterion for diversity — not only because it’s the ethical path but also because age discrimination hurts productivity and profits. 
  
 Being part of a mixed-age team can be challenging. Betsy Martens was 55 when she landed a job as an information architect at a start-up during the heady days of the tech boom. Decades older than most of the staff, she found it invigorating. “When it came time to talk about the music we loved, the books we’d read, the movies we saw and the life experiences we’d had, we were on different planets, but we were all open-minded enough to find these differences intriguing,” she told me. Things shifted during an argument with her boss, “when he said exasperatedly, ‘You sound just like my mother.’ That was the moment the pin pricked the balloon.” 
  
 “Culture fit” gets bandied about in this context — the idea that people in an organization should share attitudes, backgrounds and working styles. That can mean rejecting people who “aren’t like us.” Age, however, is a far less reliable indicator of shared values or interests than class, gender, race or income level. Discomfort at reaching across an age gap is one of the sorry consequences of living in a profoundly age-segregated society. The Cornell gerontologist Karl Pillemer says that Americans are more likely to have a friend of a different race than one who is 10 years older or younger than they are. 
  
 Age segregation impoverishes us, because it cuts us off from most of humanity and because the exchange of skills and stories across generations is the natural order of things. In the United States, ageism has subverted it. 
  
 What is achieving age diversity going to take? Nothing less than a mass movement like the women’s movement, which made people aware that “personal problems” — like being perceived as incompetent, or being paid less, or getting passed over for promotion — were actually widely shared political problems that required collective action. 
  
 The critical starting point is to acknowledge our own prejudice: internalized bias like “I’m too old for that job,” and that directed at others, like “It’s going to take me forever to bring that old guy up to speed.” Confronting ageism means making friends of all ages. It means pointing out bias when you encounter it (when everyone at a meeting is the same age, for example). 
  
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 Confronting ageism means joining forces. It means seeing older people not as alien and “other,” but as us — future us, that is. ||||| Image: Getty/Shutterstock 
  
 This weekend’s New York Times op-ed about the ageism people over 50 face in the workplace includes a charming anecdote via JK Scheinberg, the esteemed Apple engineer who got Mac OS running on Intel processors. 
  
 A little restless after retiring in 2008, at 54, he figured he’d be a great fit for a position at an Apple store Genius Bar, despite being twice as old as anyone else at the group interview. “On the way out, all three of the interviewers singled me out and said, ‘We’ll be in touch,’ ” he said. “I never heard back.” 
  
 Although Apple customers would’ve been lucky to have Scheinberg as their tech support, we can at least rest easy knowing the famed engineer wanted the job more as a hobby than as a way to earn money. 
  
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 The op-ed also called for age diversity in the workplace, pointing out that women face discrimination in the workplace starting at the tender age of 32, when they begin getting passed over for promotions, widening the pay gap. 
  
 An information architect who got a job at a tech start-up at 55 described how alienating the age gap was between her and her coworkers. She quit after her boss told her, “You sound just like my mother” during an argument. 
  
 Age discrimination has much more sinister consequences, especially in the United States, where most of the elderly can’t solely rely on social security for their income. 
  
 How do we fix this problem? Throw away your prejudices and befriend the olds. 
  
 [NYTimes via 9 to 5 Mac] |||||
Are all those young people staffed by Apple to help out customers at Genius Bars the most qualified for the job, or is there something more pernicious, like actual age discrimination, at play? As the New York Times reports in a story on ageism in the workplace, JK Scheinberg, the engineer who pioneered Apple's move to Intel processors in its Macs, retired in 2008 at the age of 54; Gizmodo calls him "legendary" within the company. But, a little restless and looking for a way to pass the time, he applied for a Genius Bar customer service job and all three of his interviewers singled him out to say they'd be in touch. When, as the Times writes, "he didn’t hear anything immediately, and he says that he called to follow up." Scheinberg finally got an email "some days later to set up a second interview," but "he stopped pursuing the opportunity." Apple Insider says ageism is a widespread problem. In 2010, 60-year-old Michael Katz sued Apple for promoting younger and less qualified individuals for "creatives" at a store he worked at in Orlando, while a range of tech companies from Twitter and Google to Microsoft and Facebook have all faced lawsuits. Mark Zuckerberg once famously said that "young people are just smarter," while a Sun Microsystems cofounder said when he was 55 that "people over 45 basically die in terms of new ideas." (One man suing for ageism accused his judge of being too old.)