THE older one gets, the more likely one will be subjected to age discrimination — stereotyping of and bias against people because of their age. A Duke University study found that 80 percent of respondents over age 60 experienced ageism: denigration, disrespect and marginalization by societal norms. Stereotypes of older adults abound — slow, incompetent, frail, demanding and unproductive.

Most mature workers are physically active, mentally competent and an integral part of the workforce. Thanks to medical advances, more people live longer and healthier lives than ever before. According to the Social Security Administration, a man reaching age 65 today can expect to live, on average, until age 84.3; a woman turning age 65 today can expect to live, on average, until age 86.6.

Increases in life expectancy contrast sharply with the current decline in economic security among older adults. While some workers delay retirement because they receive satisfaction from their work, many more postpone retirement because of financial pressures. During the recession, older employees accounted for a disproportionate number of layoffs. Often it takes a year for older jobseekers to find work. The jobs they find often pay less.

When older workers are treated unfairly because of age bias it constitutes age discrimination. Nearly two-thirds of workers aged 45 to 74 have seen or experienced age discrimination in the workplace, according to a 2013 study. Instead of receiving respect and recognition for their abilities, accomplishments, knowledge, wisdom and decades of experience, they were viewed as having many more negative traits than positive traits. More important, their ages negatively affected advancement and evaluations, according to an analysis in the Journals of Gerontology.

It is especially maddening to be disregarded as a viable employee because of myths associated with age in our youth-obsessed culture. In response to the myth that older workers are slow, less productive and not quality oriented, the Robert Half agency says older workers are more conscientious and productive.

What about the myth that older workers cost more to pay and cost more to insure? Many of the nation’s top corporations’ bosses say that they receive substantial return on investment when hiring mature workers. The cost is offset by quality, performance and other factors. Some studies show that it costs more to insure a 30-year-old with dependents. Eighty percent of mid- and large-sized employers say there’s no significant difference in insurance costs.

The myth about older workers having high turnover rates or missing work due to illness is refuted by the fact that older workers are less likely to change jobs. Their reduced turnover can lower employers’ expenses. The Ethel Percy Andrus Gerontology Center found that workers over age 45 had a lower rate of sick time than workers between the ages of 17 and 44 years. Additionally, older workers have fewer workplace accidents.

Age discrimination is wrong and unfair. It can have a devastating impact on the financial security and independence of older workers. Unlike race, religion or gender discrimination, age discrimination cases are virtually impossible to win because of a 2009 decision by the U.S. Supreme Court. Meanwhile, 23,000 age discrimination complaints were filed with the Equal Employment Opportunity Commission in 2012, a 20 percent increase over 2009. The court’s decision has made it easier for employers to engage in discrimination without fear of losing litigation.

In Congress, the Protecting Older Workers Against Discrimination Act (S1391/HR2852)is a bipartisan attempt to address the higher standard of proof of age discrimination set by the court. The act would establish the same standards that exist for race, gender or religious discrimination cases. Without a concerted national advocacy effort, it is unlikely that Congress will enact this legislation. Every organization representing older adults should urge Congress to act and ask all Americans to demand fairness and justice for older workers.

Tony Provine is chair of the Seattle/King County Advisory Council for Aging and Disability Services, the designated agency on aging for King County.