What is the purpose of the Age Discrimination in Employment Act (ADEA)?

The Age Discrimination in Employment Act (ADEA) primarily serves to prohibit age discrimination against individuals who are 40 years of age or older. This purpose is rooted in the recognition that older workers may face bias in hiring, promotions, and other employment practices based solely on their age, rather than their skills or qualifications. The ADEA aims to protect these individuals from discrimination, thereby enabling them to have equal opportunities in the workforce.

By upholding the rights of older workers, the ADEA contributes to a more equitable workplace, ensuring that employees are evaluated based on their merits rather than their age. This legislation reflects a commitment to diversity and inclusion by recognizing the value that experienced workers bring to organizations.

The other options do not accurately reflect the primary focus of the ADEA. For example, regulating retirement age and benefits relates more to pension and benefits programs rather than discrimination laws. Promoting diversity involves a broader scope than just age, and ensuring equal pay pertains specifically to compensation practices rather than directly addressing age discrimination.