Ann MacDougall

Calvin Klein has hired Lauren Hutton, 73, as an underwear model. But that good news did not make much difference to my sister Patty, laid off last year.

At 60, she is a seasoned TV executive with decades of experience on shows such as Saturday

Night Live and The People’s Court. In a year of searching for another television or an arts-related role, Patty has had exactly one response and one interview.

Ageism — or something that looks very much like it — is alive and kicking. According to AARP, workers older than 55 are likely to be out of work 20 weeks longer than people younger than 55.

Too often, stereotypes get in the way of hiring or retaining older individuals: They “lack facility with technology” or have “limited energy.” Studies show these beliefs to be oversimplified or just plain wrong. Employers are also wary that older applicants will cost more — but many in my sister’s set are willing to forgo big salaries or health benefits to stay in the game. AARP research shows that “contrary to common perception,” people over 50 do not cost significantly more than younger workers.

The Age Discrimination in Employment Act is meant to protect workers age 40 and older. Most ADEA litigation relates to employee efforts to keep jobs rather than efforts to get hired. A 2016 class action alleges pervasive discrimination in hiring by Google, but these cases are costly to bring and difficult to prove.

In 1935, when the concept of retirement took root with the ad-