Features
AGE-POSITIVE EMPLOYERSEmployers in both private and public sectors are already reaping the benefit of age-friendly working practices. By valuing staff of all ages, they have found turnover and recruitment
costs are reduced, morale is boosted and vital knowledge and skills
retained. Derby City Council, with a staff of 10,000, is working hard to promote age diversity among its staff. No longer do older recruits inquire whether there is any point
in applying for vacancies. Nor do existing staff fear they will
be seen as too old to be considered for training. Instead the
Council is gaining a reputation for considering applicants of
all working ages. Shropshire County Council has also broken ground with a new policy to end compulsory retirement. For the last 18 months, non-teaching staff have been able to choose to work beyond the retirement age of 65 as long as they are medically fit and meet the essential requirements of the post. The new policy is designed to give the council the kind of flexibility
it needs – and many staff want. David Benson, head of personnel,
says the policy was a direct response to hiring and retention
difficulties. The health sector is also pioneering age-sensitive polices. A series of pre-retirement pilot studies is currently underway to boost the health, well-being and employability of men and women aged 50 to 65. NHS Trusts in eight areas of England have joined forces with local government and voluntary agencies to offer health screening and support and, in turn, improve the motivation, skills and confidence of older workers. The Health Development Agency, which is managing the project on behalf of the Department of Health, is due to publish an evaluation this autumn. |
A new law on age discrimination is set to transform the employment landscape, Dr Kerry Platman explains what it will mean for you
Bright old things
Has anyone ever refused you a job because of your age? Or forced you
to retire even though you felt you were up to the job and wanted to keep
working? Or blocked your promotion or access to training because you were
seen as too young or too old?
If so, you are certainly not alone. Thousands of employees every year
feel they have suffered from age discrimination, according to the Government's
2001 research "Evaluation of the Code of Practice on Age Diversity
in Employment: Report of Research Findings".
Unlike bias in the work-place because of sex and race, up to now there’s
been little you can do about it. But that’s about to change with
the introduction of age discrimination laws in 2006. And it will herald
a transformation in long-standing work practices.
Details of the legislation are still being hammered out but we already know its impact will be far-reaching. Private and public sector employers, professional organisations and providers of training and careers guidance will all be covered.
Courts will entertain cases of direct as well as indirect discrimination,
not only from employees but also from the self-employed and unemployed.
Crucially, it will be up to employers to prove that they have not discriminated.
Any exemptions will have to be clearly justified, and based on genuine
and legitimate reasons. The new legislation will bring the UK finally
into line with the rest of Europe and the US.
What’s certain is that the new age law will change the employment landscape. It’s hard to see how employers will be able to justify the working practices highlighted in the government’s own research.
Key findings amongst the companies examined included: one in four older
people claim they have been discriminated against when looking for a job,
and nearly half of organisations employ no staff aged 60 or over.
There’s no doubt that ageism has been seen as more acceptable than other forms of discrimination.
But the good news is that this attitude is changing and not just because
of the coming threat of ending up in court. More and more employers are
realising it makes good sense to ensure they make the best of the enthusiasm,
experience and skills of staff whatever their age.
UNISON retired members’ officer Colin Derrig says it’s essential that we oppose age discrimination at work. “It is never justifiable to use age as a condition for recruitment, selection or promotion,” he says.
“Merit, ability and the skills needed to fulfil the requirements of the job should be the only bases.”
Unlike other forms of discrimination, Derrig points out, everyone is
vulnerable to age prejudice at some point in their lives.
But the legislation will also present challenges for UNISON officials and individual staff. It could, for example, lead to early retirement deals - which have been widespread and popular in many public services - being judged discriminatory.
Even fixed retirement ages might run into trouble if they can’t
be justified, giving people the right to work on if they are fit, willing
and can do the job.
UNISON officials believe it is important to build individual choice into
the retirement decision. Colin Derrig says members must be allowed to
decide for themselves whether to carry on working for longer, and not
feel forced by pension scares to delay retirement indefinitely.
The Local Government Information Unit is holding a one-day seminar
in London on ‘Age-friendly working practices: the challenges ahead
for local government’, Thursday 12 June 2003, 10.4–15.15. Dr
Kerry Platman, Open University, and Rosalie Ward, UNISON national officer,
will be the main speakers. Details from LGIU Training and Events, training@lgiu.org.uk
The author Kerry Platman is a specialist in age diversity issues in
the Centre for Human Resources and Change Management, The Open University
Business School. Contact her on k.platman@open.ac.uk
 |
TOP TIPS FOR AGE-FRIENDLY WORKERSChallenge your own age prejudices. You can’t afford to write
people off because of their age – including yourself. Be alert to age barriers in your workplace. Are jobs open to
all age groups? Is training suited to people with different learning
styles and work histories? Is the job or work station sensitive
to the needs of older, as well as younger, people? Value age diversity. Younger and older generations can bring
complementary skills, experiences and outlooks and offer mutual
support in the workplace. Making ageist jokes can be hurtful. Think how you would feel
if you were the butt of patronising attitudes and comments just
because of your age. Beware of your own attitudes to work. Employers want people who
are flexible, loyal, adaptable and committed. They can see older
people as less likely to fit in and younger people as flighty.
These are unfair stereotypes. Keep your skills current. Make learning a lifelong pursuit. Don’t
rely on dated expertise – it’ll shorten your shelf life. Take the long view. Make career decisions based on the idea that
you’ll still be working in your 60s and possibly 70s –
unless you have a decent pension or private means. Make use of special schemes and agencies which have been set
up to help you remain in, or get back to, work. The government’s
own website is a good start. Think carefully before taking up an early exit package, such as voluntary redundancy or early retirement. If you’re over 50, you may be out of work for some time. Investigate alternatives with your employer, such as in-house retraining or redeployment. copyright Kerry Platman |
LOTS MORE FEATURESIncluding stress in the workplace, getting out of debt and the pensions crisis more... |
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