Originally Posted by
27/09
The only way this could succeed is to accumulate a significant amount of data which showed an incontrovertible bias in age/gender/etc in the successful V unsuccessful candidates. How you would gather such data I don't know. For the OP to undertake such a process would mean he/she would be diverting their focus from attaining their goal, thus wasting valuable energy and time. It's not a practical option for them.
However it would be an interesting exercise and could throw a light on a PC can of worms.
You can be sure any such bias would be vigorously denied so your data would need to be rock solid.
They will gather the data for you and if there’s a trend, you will have to take them to court yourself. Even if they find something blatantly obvious, they can’t do anything about it. YOU have to at your expense.
They can easily defend it by saying older applicants won’t be able to give a return of service long enough to recoup training costs and they will back it up with data from across the world that says that older applicants have a higher rate of dropout or ... insert wild claims here... you can ONLY fight this in court or via the media.
Take a look at the AirServices ATC entry criteria and you’ll see the same thing.
Unfortunately, this is reality.