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SUMMARY This article recalls the gradual recognition of age as grounds of discrimination and as an aspect of diversity in France over the past decade. We begin by studying this emergence through the two dynamics – the concern for older workers employment rate and the anti-discriminatory dynamic – as defined by the European Union Legislation in which they originate. While the former has had a limited impact on the diffusion of the concept of age discrimination, competing with the notion of age management, the latter, initially more discrete, has been finally more operational. We then present three cases studies which aim to show how the concepts of discrimination and diversity in relation to age have been appropriated in different contexts : associations for over-50s, the National Employment Agency, major firms. Finally, we discuss the ambivalence of the age discrimination condemnation in the French public debate.

SUMMARY This article recalls the gradual recognition of age as grounds of discrimination and as an aspect of diversity in France over the past decade. We begin by studying this emergence through the two dynamics – the concern for older workers employment rate and the anti-discriminatory dynamic – as defined by the European Union Legislation in which they originate. While the former has had a limited impact on the diffusion of the concept of age discrimination, competing with the notion of age management, the latter, initially more discrete, has been finally more operational. We then present three cases studies which aim to show how the concepts of discrimination and diversity in relation to age have been appropriated in different contexts : associations for over-50s, the National Employment Agency, major firms. Finally, we discuss the ambivalence of the age discrimination condemnation in the French public debate.