Younger Workers Stereotyped as Safety Risk by Majority of Employers

The majority of employers are prejudiced against younger workers when it comes to workplace safety, according to research* by UK health and safety experts, Croner.

Six in ten employers said that younger workers are more likely to take risks to safety at work compared to older colleagues. Almost as many (54%) said that younger people are more likely to cause workplace accidents, (only 27% disagreed, with 19% of no opinion).

Older workers are by far considered a safer bet, as over half surveyed (51%) think younger workers need more supervision, with only 34% believing they donít, and 15% sitting on the fence.

And it seems that employers do not see old age as a major factor in physical ability, with 63% confident that older workers are just as capable of carrying out physical tasks. Only 18% disagreed, with a further 19% holding a neutral view.

Croner is reminding all employers that they could be in breach of new age discrimination legislation if prejudices affect their view of an employeeís suitability to carry out a role or task. It says that, while the results show employers are generally positive towards older workers, when it comes to safety they could actually be discriminating against younger workers.

Nasar Farooq, safety technical manager at Croner, says: ìSafety considerations should never be used as an excuse to discriminate against any worker, young or old. But our research shows the common myths that young people are inexperienced and canít be trusted could be affecting workplace decisions, putting employers in breach of age discrimination legislation.î

Potential risks associated with carrying out a workplace task should be assessed based on the demands of the actual activity, unless the employee is under the age of 18 when there are specific requirements on the employer to assess the employee and not the task.

An employeeís fitness to work, regardless of their age, should be monitored through a separate and objective health surveillance programme to help identify any special needs employers need to take into account.

Nasar says: ìWhat is surprising and refreshing to see in this research is the confidence our survey respondents have in older workersí physical abilities. This reflects in-depth HSE research which indicates that people are not necessarily any more likely to be physically or mentally infirm because of their age. However we want employers to have confidence in all their workers, as employees at different stages in their lives can bring qualities to the workforce which enable the organisation to be more productive.

ìMyths and stereotypes about age must be directly countered through education and training of the workforce. Current findings indicate that age is not a detriment of the capacity to do well in a job, as long as the person has the right attitude, capability and competence. In a diverse workforce, age diverse teams can be used to bring out the best results where older, more experienced workers can act as experts, specialists and indeed mentors to younger workers.î

Nasar adds: ìWe hope through our research to highlight the responsibilities employers have to protect the safety of all workers without discriminating against young or old because of age stereotypes.î

Croner is offering the following advice to employers:

- Employers must ensure the health and safety of all employees

- Risk assessments should be carried out on all work activities

- Employers, under the Management of Health and Safety At Work Regulations 1999, should identify, assess and address the risks to ëyoung peopleí (those between school leaving age and 18) before the young person starts work

ëYoung peopleí are excluded from the following;

- A job that is beyond physical or psychological capacity of candidate
- Involves harmful exposure to agents which are toxic or carcinogenic
- Over exposure to radiation
- Insufficient attention to safety, lack of experience, or training
- Where increased risk from extreme cold, heat, noise or vibration

If decisions are made on an employees fitness to work (young or old), an employer must seek a medical opinion and the employers decision should reflect this decision. Look to them for advice, then deal with health and safety protection

Whatever action is taken with respect to health and safety, it must be carefully considered and it must be ensured that there is no breach of discrimination legislation, including the new law on age discrimination. Where necessary, advice may need to be taken from human resources professionals. (Source: CRONER-i Health and Safety, www.croner.co.uk)

*Research among 135 companies ranging in size in the public and private sector.