UK managers are still unclear about the government's plans to introduce new
age discrimination laws, according to a new survey by recruitment specialists Kelly Services and the Employers Forum on Age (EFA).
The Ageism in business survey 2003 set out to investigate levels of
awareness of age discrimination and the 2006 age legislation among managers
of different ages, working for companies varying in size, industry type and
location. The survey is part of a project by Kelly Services and the EFA to
increase awareness of age discrimination issues among Kelly Services clients
and the recruitment industry.
The majority of those questioned were in favour of age discrimination
legislation in principle, but only a small minority (nine per cent) were
fully aware of the government's plans for introducing age legislation in
2006, while less than a fifth (18 per cent) knew about the main changes
proposed. Two thirds said they need more information on the proposed new
laws and over half of those questioned think that too little is still being
done to encourage employers to hire older staff.
When questioned about their knowledge of the proposed changes to the law, a
majority of managers appeared unsure about their possible impact. More than
three quarters (78 per cent) believe that the legislation will not change
the recruitment practices in their organisation, despite the fact that
recruitment is one of the most obvious areas set to be affected.
Managers are looking to the government to take practical action to inform
employers about the legislation and encourage businesses to recruit older
workers. Two thirds (64 per cent) want to see more training courses made
available to increase employability among older workers. Four in 10 (38 per
cent) want a high-profile government advertising campaign to promote the
advantages of recruiting older workers - perhaps indicating that previous
campaigns may not have had enough impact.
But the survey does suggest that positive messages about the business
benefits of recruiting older workers are being understood. Three quarters
(76 per cent) of managers questioned believe older workers bring experience
and loyalty to a job and 67 per cent think they are more reliable than
younger workers.
But age discrimination can swing both ways, and the survey reveals negative
perceptions of younger workers. Younger people were perceived by some
managers as being more likely to leave after being trained and are
potentially less reliable. Nearly one third of respondents said they would
feel more comfortable working for an older rather than a younger manager.
Chris Kelly, Managing Director of Kelly Services, says: "Despite what people
say, in practice many older workers find it difficult to secure an interview
let alone a job. However, it is good news to note that employers seem to be
waking up to the benefits of older workers. At the same time it is worrying
that young people may now be facing the same sort of age discrimination that
older workers have always faced."
Sam Mercer, Director of the Employers Forum on Age, says: "The results of
the survey show that although positive messages are getting through, ageist
stereotyping is still taking place throughout UK business. Employers need to
face up to the challenge and ensure they recruit according to ability not
age."
The government will outlaw age discrimination in employment by 2006. The
second phase of the consultation is currently underway and will come to a
close this autumn.