在人口老龄化时代，高龄劳动者就业是关乎经济社会可持续发展的重大议题。就业年龄歧视不利于高质量充分就业，但是关于这一问题仍缺乏系统的研究。本文基于混合方法发现，即使控制简历中的生产效率因素，仍存在雇主歧视高龄劳动者的现象，高龄求职者需投出两倍的简历才能获得与年轻求职者相当的就业机会。在员工与消费者互动频率更高的岗位和位于区域经济圈核心位置的城市，就业年龄歧视程度更高。就业年龄歧视兼具统计歧视、偏好歧视和隐性歧视的多元化特征。因此，仅依靠就业促进政策不足以保障高龄劳动者成功求职，还需完善就业公平政策并构建年龄公平的就业环境。

The employment of older workers in the era of population aging is a major issue concerning the sustainable development of the economy and society. Age discrimination in employment is detrimental to high-quality and full employment, and this issue still lacks systematic research. This paper based on a mixed-method found that even when controlling for productivity factors in resumes, employers still discriminate against older workers, and the older job-seekers need to submit twice as many resumes to get similar job opportunities as the younger group. Jobs with higher interaction frequencies between employees and consumers and cities located at the core of regional economic circles have higher degrees of employment age discrimination. Employment age discrimination has diversified characteristics including statistical discrimination, preference discrimination, and implicit discrimination. This indicates that relying solely on employment promotion policies is insufficient to ensure the successful job search of older workers. It is necessary to improve employment equity policies and foster an age-fair employment environment.

本文系国家社会科学基金青年项目“全面两孩政策下的父母身份效应与支持政策研究”（20CSH023）的阶段性成果。

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