Raytheon Faces Class Action Lawsuit Over Alleged Age Discrimination

A federal class action lawsuit has been filed against RTX Corporation, the aerospace and defense giant formerly known as Raytheon Technologies, alleging systematic age discrimination in its hiring practices. The lawsuit, initiated by the AARP Foundation and two law firms, claims that the company has been favoring younger job applicants by explicitly targeting recent college graduates in its job postings, thereby violating federal and state laws designed to protect older workers.

The complaint, lodged in the U.S. District Court for the District of Massachusetts, centers on the experiences of a 67-year-old man who has applied for multiple positions at the company since 2019. Despite possessing nearly four decades of relevant experience in fields such as project management and cybersecurity, he was repeatedly overlooked for roles that required applicants to be recent graduates or to have less than two years of work experience. The lawsuit argues that such criteria effectively exclude older candidates from consideration, contravening the Age Discrimination in Employment Act, the Massachusetts Fair Employment Practices Act, and the Virginia Human Rights Act.

The AARP Foundation contends that the language used in Raytheon's job advertisements discourages older workers from applying. Phrases like "recent college graduate" or "new graduate" are cited as particularly problematic, as they imply a preference for younger candidates. The lawsuit highlights that many qualified older workers are "categorically screened out" based solely on their graduation dates, which can serve as a proxy for age.

In response to the allegations, a spokesperson for RTX stated that the company complies with all relevant age discrimination laws and is committed to maintaining a diverse workforce. The company has characterized the claims as "entirely without merit" and has expressed its intention to vigorously defend its hiring practices.

This lawsuit is not an isolated incident; it follows a 2021 determination by the Equal Employment Opportunity Commission (EEOC), which found that Raytheon's hiring practices violated age discrimination laws. The EEOC's investigation revealed that the plaintiff was denied consideration for positions due to his age, rather than a lack of qualifications. Despite this finding, the lawsuit alleges that Raytheon has continued to employ similar discriminatory practices, merely altering the language of its job postings without addressing the underlying issues.

Age discrimination in the workplace is a pervasive issue in the United States, with studies indicating that nearly one in six older job seekers have been denied employment due to their age. A 2023 survey by the AARP found that a significant portion of older adults believe they face discrimination in hiring, with many reporting that they have been asked to disclose their birthdates during the application process.

The implications of this lawsuit extend beyond the individual plaintiff. Advocates argue that such discriminatory practices not only harm older workers but also exacerbate the ongoing labor shortages in various industries, including aerospace and defense. As the workforce ages, with nearly 20% of Americans aged 65 and older currently employed, the need for inclusive hiring practices becomes increasingly critical.

William Alvarado Rivera, senior vice president for litigation at the AARP Foundation, emphasized the importance of addressing age discrimination, stating, "Americans are living and working longer than ever, yet unfair and discriminatory hiring practices are keeping older workers from jobs they’re qualified for." He noted that the stereotypes surrounding older workers—such as assumptions about their adaptability to new technologies—contribute to a culture of exclusion that can have devastating effects on their employment prospects.

The lawsuit seeks to not only change Raytheon's hiring policies but also to provide compensation for those who have been adversely affected by these practices. It aims to establish a class action on behalf of all older applicants who have been deterred from applying or denied opportunities due to age-related discrimination.

As the case unfolds, it may serve as a bellwether for similar actions against other companies that engage in ageist hiring practices. Advocates hope that this legal challenge will prompt a broader reevaluation of how older workers are perceived and treated in the job market, fostering a more inclusive environment that recognizes the value of experience and expertise, regardless of age.