By Malcolm Sargeant
Malcolm Sargeant's Age Discrimination in Employment is an encyclopaedic consultant for HR experts and employment legal professionals to the character of age discrimination within the place of work in a few international locations, in addition to a dialogue of the most thrust of employment legislations during this zone, together with an research of the Employment Equality (Age) rules 2006. It additionally breaks discrimination down via age (discrimination opposed to younger, heart, previous and senior age staff) and explores a number of discrimination, together with age and gender, ethnicity, sexual orientation, and incapacity.
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Extra info for Age Discrimination in Employment
This was an issue borne out by the Middlesex Survey (see Chapter 4) and certainly other research at the time. In the late 1980s for example, the Equal Opportunities Commission monitored more than 11 000 recruitment advertisements in a variety of journals. More than 25 per cent stipulated an upper age limit, with almost two-thirds of those stating an upper8 limit of 35 years. 9 A further issue mentioned in the Action on Age consultation was the pressure exercised on older employees whilst they were in work.
7 Clearly the effects of the demographic change will be felt at different times in different parts of the EU. Some countries were expecting a short-term gain in the population of working age, such as Ireland and Portugal. Other countries have a much more serious short-term problem, such as Italy and Germany where there are signiﬁcant falls in the youngest age group and the working age population, combined with large increases in the older age group. 8 There was: • a relative decline of the population of working age and the ageing of the workforce; • pressure on pension systems and public ﬁnances resulting from a growing number of retired people and a decline in the working-age population; • a growing need for old-age care and health care – the big increase in numbers of the very old will lead to a growth in demand for formal care systems; • a growing diversity among older people in terms of resources and needs – there will be differences in the family and housing situation, educational and health status and income and wealth which will determine the quality of life of older people; • the gender issue – women account for almost two-thirds of the population above 65 years.
Only a limited number of measures came out of this consultation. The action plan seemed more concerned with helping older workers cope with age discrimination rather than requiring employers to end the practice. Thus, there were a number of measures to help older workers ﬁnd jobs10 and some help with education and training, but little else apart from the removal of the upper age limit from job vacancies in Government-owned Job Centres and a consultation on a Code of Good Practice on Age Discrimination.
Age Discrimination in Employment by Malcolm Sargeant