If you look around the typical IT department, you would probably not see many faces over the age of 40. However, by 2008, it is predicted that around half the population will be over the age of 50 and almost a third between the ages of 40 and 59.[1] So what does this mean for the sector, and why are older IT workers being overlooked?
Simon Whipps (45) had been in IT since graduating and had moved seamlessly from job to job until he hit forty. It seemed at this age he was deemed ìtoo oldî. Simonís only option was to contract, which meant he could avoid the age issue. By contracting he developed very specific telecoms skills whilst working with start-up propositions and helped struggling companies turn things around by utilising their IT systems.
However, even with this new experience, he still found it hard to make the transition back into the permanent market. Eventually, recruitment firm, the Zarak Group placed him with a firm that had a more ìmatureî board who could see beyond his apparent old age. In fact Simonís new skills meant the firm benefited from his breadth of experience, something other employers had overlooked.
Things are set to change. Next year, new Government legislation is set to be introduced which hopefully, will encourage employers to tackle the problem of age discrimination, and change staff attitudes towards older (and younger) workers.
The legislation is timely according to Ann Swain, CEO, of the Association of Technology Staffing Companies (ATSCo) who thinks that IT has more to do than most other industries in addressing age inequalities in its workforce.
People have a subconscious tendency to recruit people in their own image, which has meant that in IT a generation of young men has inadvertently perpetuated itself. Now, with far fewer young people entering the industry, we have no choice but to widen the skills base and broaden the search for talented people,î says Swain.
From October 2006, IT employers will need to ensure that their employment policies and practices do not discriminate against employees on the basis of age in terms of recruitment, management and retirement. The Age Positive campaign encourages businesses to cut out ageism within their recruitment processes and highlights the benefits of doing, so such as the opportunity to access a broader range of skills offered by an age diverse workforce.
Concerning the IT skill pool, Swain adds, Technology-based industries often choose their recruits on the basis of technical skills. But skills age in the same way that people do and older candidates often do not have the most cutting-edge skills. The solution is not just to up-date technical skills, but to emphasise business skills and interpersonal attributes as well.î
Research has also shown that businesses could be losing money by having ageist practices ñ figures show the relatively low level of employment among older workers costs the economy 19-31 billion a year in lost output and taxes.
As such, rather than wait until next year, IT businesses are being encouraged to review and change their employment practices ahead of the new laws now. The Age Partnership Group (APG), a coalition of business organisations, government departments and employee representatives, is providing IT employers with free, practical information to help them implement an age diverse workforce now, through their ëBe Readyí campaign.
The aim of the ëBe Readyí campaign is to promote the free availability of specially developed practical products. These practical products include hints on how to adopt and promote good practice, for example, flexible employment and retirement opportunities, in order to increase the recruitment, retention and training of older people. The APG has also issued over 1.4 million newsletters to businesses across the UK with information about preparing for the legislation.
Dianah Worman, Diversity Adviser at the Chartered Institute of Personnel and Development and spokesperson for the APG, said:
ìThe image of the IT industry as the unique preserve of the younger worker is out of date. The IT industry has grown up, and so have the people who drive it. CIPD research shows that employers are struggling to fill vacancies with suitably skilled and qualified applicants. There are plenty of experienced older workers out there nowadays, often with specialist knowledge built up over years in the industry. The sensible employer will be trawling CVs looking for skills and experience, not dates of birth and arbitrary age limits.
ìMore effort also needs to be put into developing existing older workers. If training and development is reserved only for people at the beginning of their careers, employers will be missing out on the opportunity to maximise the effective contribution of a significant proportion of their workforce.î
For further information about age diversity at work visit:
Can new age policies tackle an aged old problem?
If you look around the typical IT department, you would probably not see many faces over the age of 40
