Many first-hand experiences of age discrimination use exaggerations and similes to emphasize how depressing being mistreated in the workplace feels. Since the purpose of these testimonies are to expose how hurtful age discrimination on the job is, it is likely that the intended audience is made up of individuals who have not experienced such mistreatment themselves, so that the speaker can open their eyes to this injustice. To do so, the speakers of these testimonies purposely use exaggerations and figurative comparisons to evoke feelings of pain and hopelessness in their audience, allowing those who may not relate to their experiences to feel for themselves how devastating this ageism truly is. 

For example, as included previously, one woman explained how her younger colleagues thought that she "should be at home waiting to die" because of her old age (Blackstone 43). While highly unlikely that anyone would wish death upon their coworker, this exaggeration effectively conveys the strong hatred that this woman felt subjected to when being discriminated against. Further, since death is a natural fear of most, the use of the word "die" when describing this interaction causes the audience to internalize a similar feeling of distress, allowing them to empathize with how terrifying such discrimination must really feel. Although this audience may not understand what it would feel like to be bullied by their coworkers, almost all can feel the uneasiness of being wished to die, even if they know it is meant figuratively. 

Similarly, another woman wrote about her experiences with workplace exclusion, explaining that her coworkers "ignore [her] as though [she] had become invisible" (Blackstone 43). Here, the speaker uses a simile to illustrate how lonely exclusion in the workplace feels, comparing this feeling of isolation to being "invisible." Again, those reading this testimony may not know what it feels like to be ignored in the office; yet, by relating it to being "invisible," this woman allows her readers to take in a feeling of emptiness that is likely similar to how she felt when being left out in the workplace. The use of the word "invisible" also conjures a visual representation of being see-through and hollow, helping the reader comprehend how unseen many older workers feel in the workplace.

Ultimately, fearful exaggerations and similes are crucial strategies used in these testimonies to portray the devaluation that older workers experience when they are victims of age discrimination in the workplace. Although exaggeratory, the use of these devices does not make any of these testimonies untrue; instead, these devices are necessary tools to communicate the harmful nature of age discrimination in the workplace effectively, especially when the audience is unknowing of how age discrimination may feel.

What about the other side?

The main rhetorical choice used to argue that older workers should be forced to retire is the stereotypic association of old age with a lack of productivity. For example, as discussed earlier, when Professor Saul Levmore argues that all workers should be forced to retire at a certain age limit, he constantly builds his argument off of the idea that older workers are going to be working "past their most productive years" (Levmore). In order to make a convincing argument for mandatory retirement, Levmore treats this stereotype as if it is entirely true for all older workers. If it was always true, Levmore would have a very effective argument to remove these workers, as they would be unproductive and bringing down the business. Likewise, for many who believe this stereotype, Levmore's argument would come across as logical and persuasive. Yet, once readers gain the understanding that older workers are just as productive as younger workers, Levmore's argument instantly becomes poorly supported. Thus, it is vital that we evaluate how those in support of the removal of older workers construct their arguments, as they could be highly convincing, yet really built off of poorly founded stereotypes.

While ageism can be experienced by anyone, it does not affect everyone equally. While age discrimination legislation does not impact people until they reach the age of 40, ageism can often impact people of other discriminated-against categories, such as sex. According to Ashton Applewhite in You're How Old? We'll Be in Touch, our society tends to grants men a higher level of respect as they age, while women often receive the opposite treatment; this exacerbates the financial detriments of ageism in the workplace, to the point where "[t]he pay gap kicks in early, at age 32, when women start getting passed over for promotion." This gets even worse when race is factored in too; according to Applewhite, women of color tend to make around 60% of what white men make. Throw in the obstacles of ageism, and you find that "the poorest of the poor are old women of color" (Applewhite, "Let's End Ageism"). Ageism, though it could happen to anyone, does not treat everyone equally.

One other fact to note is that ageism is not limited to discrimination against older workers. While discrimination against older workers makes up the majority of ageism cases, younger workers can face age discrimination as well. Just as older workers are stereotyped as being unable to learn and adapt, younger workers are sometimes stereotyped as lazy and inexperienced, and thus are denied the opportunity to gain experience and prove their work ethic. Ageism is something that can affect anybody, of any age, which is why it is essential to treat it with the same degree of importance as we treat other forms of discrimination.