Age discrimination rife in the workplace

Age discrimination rife in the workplace

Equal Opportunities Review, December 2005, No. 148 Issue 148, Start page: 16 (0 pages)

Purpose – Examines the extent of age discrimination among UK employers and assesses employers’ willingness to adapt their employment practices to enable older workers to remain in work for longer. Design/methodology/approach– Summarizes the results of a Chartered Institute Personnel Development and Chartered Management Institute research, which analyzed responses from 2,682 UK managers about their organizations’ recruitment, retention, training and retirement policies. Discusses how these would affect older workers. Findings– Reports that the stereotypes of older workers as being poorer workers continues to hold sway, although notes that 25 percent of the organization had removed age limits on graduate recruitment schemes while another 25 percent offered fast-track development to people of all ages. However, finds that nearly 25 percent of the organizations used age as a criterion for recruitment decisions and that 20 percent used age as a criterion for redundancy or dismissal. Finds that the managers stated that they would like their organization to offer flexible working to older workers, more flexible pension schemes and the opportunity to work beyond the age of 65. Underlines the gap between these wishes and the actual practices used by employers. Also highlights the belief that employers would find it difficult to enable workers to work beyond age 65. Research limitations/implications – Indicates the research method and presents the results of the analysis. Originality/value– Offers a snapshot of UK employers’ attitudes towards older workers.ISSN:0268-7143Reference: 35AC507

Keywords: Age discrimination, Equal opportunities, Older employees,Recruitment, Retention, Retirement