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Campaigning for an European age diverse workforce

Campaigning for an European age diverse workforce. Campaigning. Opportunity to expand our fight against age discrimination together Making European workforce age-friendly. Age Discrimination Act. Protecting workers over 50 Making it work for us The problem with the Act

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Campaigning for an European age diverse workforce

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  1. Campaigning for an European age diverse workforce

  2. Campaigning • Opportunity to expand our fight against age discrimination together • Making European workforce age-friendly

  3. Age Discrimination Act • Protecting workers over 50 • Making it work for us • The problem with the Act • Adding teeth to the Act

  4. Age Audit – Why? • Providing a baseline figure • Existing evidence through tribunal claims • Gathering data • Freedom of Information • Doing it ourselves

  5. Age Audit - Process • Age categories: Under 25, 25-49, 50+ 65+ • Importance of categorisation • League tables of best & worst • Media response

  6. Findings graph

  7. CONCLUSIONS • The worst ageism within the public sector is with the under 25s • Over 90% of all County and London borough councils have less than 7% of their workforce represented by this age group. • The majority of people employed in councils fit into the 25-49 category • The over 50s are predominantly better represented in the councils than the national average of the total population employed that are 50+ • We don’t know how many people over 50 are recruited or made redundant each year as opposed to being recruited • There is no national standardisation

  8. Recommendations • Every public & private body should follow a standard of age categorisation of their workforce • An age audit must be conducted to have a benchmark figure to see if age diversity is improving or getting worse. Until then it is impossible to say. • An age audit should be carried out annually broken into quarterly results • Included in the age audit should be the recruitment and redundancy statistics of the age categories i.e.how many over 50s have been recruited so that we might be able to tell whether the policy of recruitment or redundancy is ageist or otherwise and not just people getting older within the organisation. • Local media and politicians and members of the Houses of Parliament request statistics on work forces in their area/sector for under 25s and over 50s who are being recruited

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