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Employers who are afraid to discuss age miss out on older workers

Wed, 21 October 2009

Only half of employers have a formal pro-age recruitment policy, and many are nervous of discussing age issues with workers as they approach retirement, according to a new report funded by the Nuffield Foundation.

The report also found that many businesses are open to making adjustments to the workplace to help retain staff if the issue is raised on an informal basis.

The report details findings of research undertaken jointly by the Institute for Employment Studies and the Policy Studies Institute, and funded by the Nuffield Foundation. An Ageing Workforce – The Employer’s Perspective explores the attitudes of employers towards older workers, the range of interventions in place to prevent early exit and facilitate their continued employment.

The study found that many employers are happy to let people carry on working after the normal retirement age of 65, and many would also be happy to see compulsory retirement abolished, but that they need support to get the best out of more mature workers.

Other key findings from the research include:

• Formal pro-age recruitment policies and age management policies are more common in larger organisations. They are less likely in industries dominated by men and those organisations that tend to ‘recruit from within’.

• The absence of formal pro-age recruitment policies does not necessarily mean bad practice, however. Employers recognise the benefits of older workers.

• Some employers did express reservations around older workers, where they did not match their customer demographic or there was a heavy manual element to their work.

• Health is still largely regarded as a private, individual matter rather than a concern for employers beyond meeting specific health and safety regulations.

• Some employers simply do not have any experience of staff retiring, often because they have a small business or a new business with a young workforce. Larger employers were familiar with the retirement process and more often had policies in place to manage the process.

• Older workers in sectors with skills shortages are recognised as a valuable resource, and employers are keen to retain them.

For more information visit the Institute for Employment Studies website.

Last Updated Thu, 26 November 2009