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Age and Employability: - Connecting with employers -

Age and Employability: - Connecting with employers -. Dillington House 11 February 2005. Connecting with Employers. Background The work of EFA Our membership Developing policy and best practice Examples of good practice and the business benefits Future challenges. The EFA.

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Age and Employability: - Connecting with employers -

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  1. Age and Employability: - Connecting with employers - Dillington House 11 February 2005

  2. Connecting with Employers • Background • The work of EFA • Our membership • Developing policy and best practice • Examples of good practice and the business benefits • Future challenges

  3. The EFA • Independent employer forum with 170 plus members in both public and private sector • Founded in 1996 to tackle ageism in the workplace and support employers in developing policies and practices • Influences Government, business and trade unions on age related issues • Campaigns for real and practical changes related to age and employability

  4. The work of the EFA – influencing Government • Highlight impact of age laws on UK business ensuring practicable, workable solutions are found • Challenge thinking on pension rules which impact the decision to hire/continue to employ older workers • Represent employer viewpoints in the development of policies and practices to encourage age diversity and reduce discrimination,

  5. The work of EFA - supporting employers • Promote a practical understanding of age and employment issues • Encourage policy audit and review to identify gaps • Diagnose opportunities and threats posed by upcoming legislation • Demonstrate the business benefits and competitive advantages of age diversity • Conduct research projects to clarify realities of age related employment issues

  6. The work of EFA - supporting employers • Forum for sharing best practice • In house briefingsand workshops • Support materials and toolkits • Seminars and masterclasses • Bespoke consultancy services • Annual conference • PR and sponsorship opportunities

  7. Membership – a sample • Banks – Barclays; HSBC; RBS; ABN Amro; Goldman Sachs • Retailers – Marks & Spencer; ASDA; Tesco; Boots • Utilities – RWE Npower; National Grid; EDF Energy • Consumer goods – Cadbury Schweppes; Unilever; Coca Cola; Tate & Lyle • Local government – Devon County Council; Somerset County Council; Nottingham City Council • Government – Ministry of Defence; Met Office; Cabinet Office; HM Prison Services • Leisure – JD Wetherspoon; McDonalds; Saga; Rank Group

  8. Working age population 2002 / 2020

  9. Working Age Projection 2002-2025

  10. Myths • older workers cost more • have you costed failed appointments, high turnover, early retirement packages? • the older you are the sicker you get • the evidence shows that younger workers have more short-term absences, older workers may have longer absences - but there is no major difference • older workers are technophobic • Nationwide have a lower turnover in their IT department than in the rest of the business - because they have such a high proportion of older workers helping deliver age diverse teams

  11. Developing policy and best practice • Establish Age Action Group; find internal champions • Review all “people policies” where age may discriminate directly or indirectly • Implement internal awareness at every level • Establish competency frameworks, skills/expertise and performance management as the measures of capability and suitability • Remove age from the agenda wherever possible

  12. Good practice and the benefits – some examples • Introducing bias free application forms • Selecting for redundancy according to organisational needs not age • Getting ongoing employee feedback • Opening training and development to all • Introducing flexible retirement • Monitoring age profile statistically

  13. Business benefits of best practice • Reduced costs in many areas • Enhanced reputation • Employer of choice • Greater efficiency and better customer service • New markets, reflection of customer base • Compliance without compulsion of legal framework

  14. Future challenges for employers • Demographics becoming a reality • Skill shortages • Extended working lives • Funding pensions and flexible retirement • Ongoing development and implementation of policies and best practice • Preparing for legislation ,minimising risks of non compliance • Internal education at every level • Changing the culture, embracing age diversity

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