More than 60% of large[1] employers expect age legislation to positively impact their business, but Small and Medium Enterprises (SMEs[2]) remain unconvinced, a survey from the Age Partnership Group (APG) has revealed. The findings show the disparity in how age legislation is being received in the business community and highlights challenges in ensuring that all businesses are prepared.
Over 1,650 employers were asked to comment on the expected impact of new legislation, with the main results revealing that:
64% of large employers expect new age legislation to improve staff retention, compared to only 32% of SMEs.
56% of large employers predict that age legislation will increase choice in the labour market by providing more job applicants of different ages, compared to 32% of SMEs.
45% of large employers believe that age legislation will enable them to employ better workers, compared to 26% of SMEs.
42% of large employers agreed that age legislation would reduce recruitment costs, compared to only 20% of SMEs.
The APG is encouraging employers of all sizes to ëbe readyí for new age legislation, but is particularly focusing on the SME community. To support employers, the APG has launched new information materials including details on age legislation and case studies of other businesses that have improved their age diversity practices.
The re-launch is being supported by Ruth Badger, finalist in the TV programme ëThe Apprenticeí. Ruth experienced age discrimination on leaving school aged 16 after being refused countless job opportunities because of her age. At 27 years of age, she is now starting up a new business consultancy.
Ruth comments: ìEmployers that hire or fire purely on the basis of someoneís date of birth should be dragged from the Stone Age. I know from personal experience that your age doesnít matter ñ itís talent and hard graft that ensure business success. Every business, no matter what size, needs to bring the topic of age to the top of their agenda, particularly ahead of legislation. Iíd advise businesses to take advantage of the free information from the APG and make sure theyíre ready.î
The APGís information materials include a ëPersonnel Organiserí and CD-Rom with full details on age legislation, Acas guidance, e-learning packages on age diversity and case studies from large and small employers. The Groupís national ëBe Readyí campaign aims to help employers prepare and improve their practices ahead of age legislation. To eradicate ageism, which is currently the most prevalent form of discrimination in the workplace[3], the new legislation requires employers to review their employment practices to ensure they are based on skills and competencies, not age.
Dianah Worman, Diversity Adviser at the Chartered Institute of Personnel and Development, comments: ìUK employers are persistently struggling to fill vacancies with people who have the necessary skills and experience. Employers need to be recruiting from the widest possible pool of talent to minimise these recruitment difficulties. Legislation to prevent age discrimination in the workplace should help to encourage employers to consider older workers when seeking to fill vacancies.
ìMany employers have already recognised the business case for adopting an age positive approach to the recruitment and management of people. Those that have not acted already now only have four months to prepare for the new rules.î
Employers can request free information direct from the APG by calling order line 0845 715 2000 or emailing apg@trgeuropeplc.com. Further information can be found at www.agepositive.gov.uk/agepartnershipgroup
[1] Employers with more than 500 employees.
[2] Employers with between 1 and 100 employees.
[3] Age Positive Mori Survey Results, 2002
Size matters when it comes to age legislation benefits
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