《The Age Dimension of Employer Practices the Employer 雇主的做雇主年龄维度》由会员分享，可在线阅读，更多相关《The Age Dimension of Employer Practices the Employer 雇主的做雇主年龄维度（13页珍藏版）》请在装配图网上搜索。
1、Centre for Research into the Older WorkforceThe Age Dimension of Employer Practices: the Employer PerspectiveProfessor Stephen McNairDr Matt FlynnCentre for Research into the Older WorkforceUniversity of SurreyCentre for Research into the Older WorkforceAimsThe project sought to establish: How aware
2、 employers are of age discrimination and theimplications of the pending legislation; How important they think it is; How far current practices are conducive to age diversity; How far current practices are consistent with the proposedlegislation; How far they are amenable to change.Centre for Researc
3、h into the Older WorkforceHeadline Findings Skills are the driver for change Overt discrimination is rarely reported Policy and practice not necessarily synchronised Little awareness of discrimination against the young Role of “legitimate discrimination” Expectations of problems low - for now Some e
4、mployers are not ready for abolition of retirement age, others are disappointed that a default age has been setCentre for Research into the Older WorkforceThe Policy Context Demography rising dependency ratios Business - skills gaps and shortages Discrimination “the last great unfairness”- age is a
5、universal experience Legislation Equal Treatment Directive 2000Age: a unique form of discrimination?Do people want to work longer?Centre for Research into the Older WorkforceMethod Literature review Key informants 14 case studies: HR Director TU/staff rep Line managers AnalysisCentre for Research in
6、to the Older WorkforceThe 14 Case Studies 9 private; 3 public; 2 voluntary organisations 2 family firms; 1 partnership Small, medium, national and international organisations Range of sectors (including manufacturing, retail, communications, print, local government) Different workforces: professiona
7、l/skilled/unskilled; older/younger; high/low turnover Expanding/stable/consolidating organisationsCentre for Research into the Older WorkforceThe Strategic Context Public, private, and voluntary sectors are different Customer demand is driving change Skills gaps and shortages are a major factor Dive
8、rsification and new markets important All organisations in transition Personality of the head of organisation can play a significant roleCentre for Research into the Older WorkforceThe HR Context Skills gaps and shortages Improving and changing practices Age and the current workforce Expectations of
9、 retirement Role of middle managers Previous experience of discrimination legislationCentre for Research into the Older WorkforceHR Practices in workFew policies explicitly on age managementAge neutral recruitment policies normalApprenticeships and graduate traineeships focus on youngFlexible workin
10、g usually available formally or informally, but no right to appealService, rather than age, related pay and benefitsTraining take up declines by age (whose fault?)Redundancy pay tends to benefit older, (but selection process may do the reverse) Occupational health practitioners not trustedCentre for
11、 Research into the Older WorkforceHR practices: the retirement processWant the right of succession planning (but dont do it much)Patchy use of appraisal/performance managementMost occupational retirement ages are or are becoming 65Right to stay after retirement age common, but on less secure terms,
12、and not widely taken upMultiple pension systems in a state of transition perverse incentivesCentre for Research into the Older WorkforceEmployers and the LegislationMedium ranking priority- few plan to do cost/benefit analysesNo major resistance - general recognition of the benefitsAgent for positiv
13、e change in HR practices No consensus on likely costsFew employers will need or seek a justified retirement age below 65Few concerns about direct forms of discrimination- some worry about indirect forms (e.g. long service awards)Uncertainty about justifiable discriminationConflicts with other employ
14、ment legislation and pension rulesManaging the reluctant retiree will more people want to stay?Centre for Research into the Older WorkforcePolicy Implications Clear guidance soon on justifiable age discrimination in pay, benefits and retirement practice Resolving conflicts with other employment regu
15、lations and pension rules Extending right to request is thought unlikely to affect more than a few employersCentre for Research into the Older WorkforceHeadline Findings Skills are the driver for change Overt discrimination is rarely reported Policy and practice not necessarily synchronised Little awareness of discrimination against the young Role of “legitimate discrimination” Expectations of problems low - for now Some employers are not ready for abolition of retirement age, others are disappointed that a default age has been set
The Age Dimension of Employer Practices the Employer 雇主的做雇主年龄维度
