Age
Many of us have preconceptions about people when we know their age. But, when preconceptions mean prejudices at work, we are not only looking at unfair treatment but unlawful behaviour.
According to research by the Employers' Forum on Age, common preconceptions about employees and their age include:
| Older workers are: | Younger workers are: |
| Unable to grasp new ideas | Not likely to stay |
| Difficult to manage | Unreceptive to authority |
| Not interested in training | Unreliable |
| Not a good investment | More interested in their social life than work |
| Coasting to retirement | Immature and impetuous |
One common myth is that older workers have a closed mindset and arrogance when it comes to training and development, thinking that they "know it all already". In fact, the reverse is true. The over-50s access more training than the under-30s and are more inclined to ask for guidance to enable them to do a job better. Though that is not to say that younger workers are more arrogant than older workers!
New legislation
In October 2006, a section on age in the European Employment Directive came into force, making it illegal to discriminate in the workplace on the grounds of age.
The new law prohibits direct and indirect discrimination, harassment and victimisation in the areas of employment and vocational training.
Employers may be able to discriminate lawfully on age grounds in recruitment, selection, promotion and training only in exceptional circumstances, where a genuine occupational requirement (GOR) exists, for example:
1. Facilitation of employment planning
2. Employee health, welfare and safety
3. Particular training requirements of a position
4. Encouraging or rewarding loyalty
5. Need for a reasonable period of employment before retirement
Indirect discrimination could include:
- Requiring candidates to have a particular number of years' experience, which would disadvantage younger candidates
- Requiring candidates to be a graduate, which would disadvantage older candidates educated at a time when university education was less common
What about Lancashire Constabulary?
Lancashire Constabulary is working in partnership with Police Federation and UNISON representatives to deliver our responsibilities under the new laws, and we are reviewing all our employment policies and practices. All our application forms have been amended and we make regularly checks on our recruitment advertising to ensure we comply with legislation.