It has been a popular topic in the media in recent weeks and every leader knows how important it is to actively promote a diverse workforce because the benefits are clear. However, when it comes to hiring and retaining older employees, it seems many companies still have a long way to go. Despite growing awareness of legal and ethical requirements, ageism towards older workers still remains an ongoing problem.
How is Age Discrimination Defined By UK Law?
Under UK law, the Equality Act outlines four main types of discrimination: direct discrimination, indirect discrimination, harassment, and victimisation. Ageism can fall under any or even several of these categories; there are a range of examples of age discrimination cases in this article which highlight the scale of the problem for both older and younger workers.
As workplace experts for England, Wales and Scotland, Acas provides information and support for employers and employees on age discrimination. They advise companies ‘to think how any future instances [of ageism] might be prevented’ and encourage managers not to ‘ignore or overlook performance matters because the employee is younger or older than other staff’, which includes all areas of employment such as hours, location, pay, holidays, training, and so on.
What are the Benefits of Employing Older Workers?
In a recent survey conducted by the Chartered Management Institute (CMI) of over 1,000 UK business managers, only 18% of those questioned said they were ‘open to a large extent to hiring people in [the aged over-65] category’. Yet many leaders have seen first-hand the advantages of retaining and hiring older workers across a range of industries and positions.
Experience seems the most obvious benefit, with older workers likely to have been employed for longer than their colleagues. Not only can this bring useful knowledge, but it also provides new ideas, problem-solving skills and a different perspective to a job.
Retention and hiring are key concerns for leaders right now, the statistics suggest that older workers have a higher level of job satisfaction and are more likely to remain in a position. Commitment can also lead to older employees being more responsible, which in turn makes for better team players and more efficient communication in the workplace.
What Can Leaders Do to Avoid Ageism at Work?
There is a lot that managers and leaders can do to engage all their employees. Acas points out, older and younger workers should be treated the same as everyone else, with managers giving time and attention to continual professional development and performance management. Of course, communication is a key part of this; regular one-to-one and team meetings can provide a way for staff to share ideas and ensure that everyone is included, supported and listened to.
When any issues do arise, leaders must act quickly and appropriately to challenge ageism and promote respect and consideration between individuals, whether they are employees, clients or customers. Recruitment and retention policies should identify what steps the business is taking to proactively prevent all types of discrimination, and leaders and teams alike can also benefit from training sessions.
Where Can Professionals and Businesses Find Support?
At Sherring Associates, we provide tailored coaching programmes for groups and individuals on all aspects of professional development, including promoting inclusion and diversity, improving leadership skills, and enhancing workplace wellbeing. For more information, please contact me, Angela Sherring, by phone on 07962 871144 or by emailing angela@sherringassociates.co.uk.