The Employment Equality (Age) Regulations became law on October 1 2006. This was the most momentous piece of employment legislation since the Sex Discrimination Act 1975. 

By Academee, diversity experts.

The introduction of the new legislation means that every organisation in the UK will have to take action to create age-inclusive working practices.

This could ignite a huge cultural shift. It could help us to open up employment opportunities and to value the contribution of each and every working person, regardless of age. 

What is age discrimination?

Age discrimination is a prejudice against a person or group of people on the grounds of their age. If this prejudice becomes the driving force behind a decision, it is considered discrimination.

Research from the Chartered Institute of Personnel and Development (CIPD) found that age discrimination is a significant problem in the workplace. Fifty-nine per cent of UK employees said they have been disadvantaged because of their age.

Have you woken up yet?

Research by the Department for Work and Pensions (DWP) shows that awareness of the impending regulations is poor. The study suggests that employers in all sectors should not only be auditing their practices as a matter of urgency in order to protect themselves from potential discrimination claims, but should also be publicising the fact that they are undertaking such steps.

There is clear evidence that both staff turnover and absenteeism are reduced and that motivation and commitment are improved in organisations employing people of all ages. Age awareness is essential for our future prosperity.   

Ten tips for age awareness

•    Remember that age discrimination affects younger as well as older people.

•    Monitor the age profile of your organisation at regular intervals to identify evidence of unfair discrimination against particular age groups.

•    Challenge the use of age and age-related criteria in every aspect of employment decision-making.

•    Educate all staff about the implications of age discrimination.

•    Remove age limits from recruitment advertising. Avoid words such as ‘young’ or ‘mature.’

•    Use a mixed age interview panel in the selection process wherever possible.

•    Promote individuals on merit, not age.

•    Ensure that learning and development opportunities are available to everyone in your organisation.

•    Redundancy decisions should be based on objective, job-related criteria.  Age is not a reason to make someone redundant.

•    Your retirement policy should be fair and designed to meet individual needs. Consider flexible or extended retirement options where possible.

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By Academee  on   Jun 27,2008

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Keywords

discrimination    age    tribunals    employment law   

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