Age discrimination is a systemic problem of the American administrative state that undermines both the caliber and performance of the U.S. federal government workforce. A theory is proposed, anchored on discrimination against age-eligible employees (age 40 and over) representing a social identity group, to explain how status-group power differentials between supervisors and non-supervisors within U.S. federal agencies explain the organizational incidence of formal discrimination complaints. The theory predicts that the incidence of age discrimination formal complaints is declining in the share of supervisory personnel who are discrimination age-eligible while increasing in the share of non-supervisory personnel members who belong to this group. Evidence is obtained for these hypotheses using objective data on Equal Employment Opportunity Commission's age discrimination formal complaints about an unbalanced panel of 130 U.S. federal agencies between 2010 and 2019. The empirical evidence underscores the structural challenges to combatting ageism within the U.S. federal government workforce during an era of an intergenerational personnel change.

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身份群体权力差异如何影响美国联邦机构内部的年龄歧视：来自 EEOC 正式投诉文件的证据，2010-2019

年龄歧视是美国行政国家的一个系统性问题，它破坏了美国联邦政府劳动力的素质和绩效。提出了一种理论，基于对代表社会身份群体的符合年龄条件的员工（40 岁及以上）的歧视，以解释美国联邦机构内主管和非主管之间的地位群体权力差异如何解释正式歧视的组织发生率投诉。该理论预测，年龄歧视正式投诉的发生率在符合歧视年龄资格的监管人员比例中下降，同时增加属于该组的非监管人员的份额。这些假设的证据是使用关于平等就业机会委员会在 2010 年至 2019 年期间对 130 个美国联邦机构的不平衡小组的年龄歧视正式投诉的客观数据。实证证据强调了在美国联邦政府劳动力中打击年龄歧视的结构性挑战代际人事变动时代。