Continued from page 1
The CIPD says that judging people by their age creates artificial problems in
labour market and effectively blinds organisations to obvious sources of talent.
But with a shrinking younger population and a growing older one, employers will have no alternative but to change. Employers will require an understanding of how to manage, recruit, reward, train and motivate employees across all age ranges, and at all stages of their careers. In addition, whole concept of retirement will have to be reassessed.
The study also points out that by 2050, there will be only two working people to support every pensioner. But if older people were not discriminated against, UK economy would benefit by more than £30 billion a year, more than enough to pay for an earnings-linked state pension for everyone, without rises in taxation.
But will theory struggle to overcome reality for many workers, who could continue to feel that they are on career scrap heap by age of 40?
This directive is all sterling stuff, and let’s hope apparent good intentions will halt any current negative practice, but how likely are rules going to change perceptions or behavioral patterns?
One suspects reality is nothing will really change other than emergence of new legislative-aware processes, more carefully worded job advertisements and an ever increasing litigious population aware of opportunity.
Employers have many factors to consider when recruiting key staff. The ultimate choice of candidate will be multi-faceted with age a valid consideration among many other criteria.
The final choice will always be most suitable person for role available within budgetary parameters.
But one cannot get away from fact that getting older will close some doors and limit opportunity.
Those living on greyline, however, should live in hope that good employers who are out there will ensure that experience and wisdom will continue to carry significant weight as well.
