AGE DIVERSITY AWARENESS SESSION

1. AGE DIVERSITY AWARENESS SESSION Steve Baldwin

2. Ever been too young? • Are you now too old? • Ageism matters • Age discrimination in the workplace is illegal

3. INTRODUCTION The aim of this presentation is to provide staff with the following: • Awareness of age issues in the workforce • Update on legislative requirements • Emerging Age Demographics across the world • Priorities for the Trust

4. Age Issues in the Workplace • Age discrimination will affect us all. • It will also challenge what many of us currently think of as normal, fair and not needing to be changed. • We live and work in an increasingly diverse society and strive to treat each other equitably.

5. Business Case for Age Diversity • In organisations we espouse systems and processes that seek to value individuals and teams for what they achieve and how they achieve it not who or what they are. • We must recognise our responsibility to the communities in which we are located and this is especially important for the NHS. In the light of demographic change and impact on the labour market there is also a strong business case for recruitment and retention of staff of all ages.

6. Legendary Inventor • “Just because you’re over 50 years old doesn’t mean that you have to down tools. I’ve had some of the best experiences in my later years and think that young and old can learn a lot from each other.” – Trevor Baylis,OBE

7. BCF Age Values and Culture • At Barnet and Chase Farm Hospitals NHS Trust, we strongly believe that age should not be a factor when assessing an employee’s merit, individuals should be assessed on their skills and attributes. • Teams of varying ages put us in the best possible position to truly understand our customers' needs, while also benefiting from the diverse pool of views, opinions and experiences.”

8. AGE POSITIVE • Focus on skills, abilities and individuals potential and not on their AGE. • The Age Positive campaign promotes the benefits of employing a mixed-age workforce that includes older and younger people. We encourage ALL line managers to make decisions about recruitment, training and retention that do not discriminate against someone because of their age.

9. AGE POSITIVE • Staff Celebration Award in September 2007 is an initiative set up by the Trust to get the message across that all staff’s contributions are valued. • Help the Trust to comply with legislation to outlaw age discrimination in employment.

10. RESEARCH FIGURES ON AGE • Dynamic changes to the population structure and workforces. • Post war baby boom - large numbers now aged 50+. • Increasing life expectancy, reducing fertility levels and declining birth rate. • Growing proportion of older people. • By 2030 half the UK population will be aged over 50, with one third over 60.

11. 5% to 12.4% Under 5% 12.5% to 20% Above 20% The World is AgeingPercent of Population Age 60+: 2000

12. 5% to 12.4% Under 5% 12.5% to 20% Above 20% The World is AgeingPercent of Population Age 60+: 2025

13. Impact of Ageing Population • The dependency ratio continues to rise • Proportionally fewer school leavers in available labour market • Demand for health & social care services continues to increase • Reliance on school leavers no longer sustainable • Global issue - competing for staff with other sectors and other countries

14. Age Discrimination • Age discrimination can affect anyone - regardless of how old they are. • The Employers Forum on Age calculated that age discrimination costs the UK economy £31 billion each year. • Around 90% of older people believe that employers generally discriminate against older workers. • More teenagers than fifty some things are put off applying for a job for age reasons.

15. Dispelling the Myths • Employers may think older workers don’t need training but less likely to take on older workers for jobs which require trained staff. • Women are more likely to say they’ve been put off applying for a job because of age, than men. • Nearly a third of 60 somethings happy to work until they are 70. • No direct relationship between ageing and a decline in occupational capacity under age 70.

16. Are you well informed? • Try the Ageism Quiz!

17. The Employment Equality (Age) Regulations 2006 • New process for managing retirement for everyone. • No age criteria in recruitment, promotion & training. • No service related benefits over 5 years. • No mandatory retirement before age 65. • No upper age limits on unfair dismissal

18. Protection and Liabilities • Direct Discrimination • Indirect Discrimination • Harassment • Victimisation • The Trust and individual employees can be liable. • All reasonable steps must be taken to ensure all staff are made aware of their obligations.

19. Legislative Requirements • The introduction of age discrimination laws from 1st October 2006 has meant the Trust reviewed all its policies to ensure compliance. • Training was provided for managers and staff. • New Retirement Procedures were put in place. • The new legislation protects all employees, applicants, temporary and agency workers, contract workers and ex-employees.

20. Exceptions • Genuine Occupational Requirement • Statutory Benefits • Compliance with a Statutory Authority

21. The Age Agenda • New approaches to staff retention with improved career management of experienced staff. • Attracts new talent to the NHS via schemes for second or third careers. • Develops age diverse workforce tailoring employment to individual needs. • Tackles ageism in all its forms.

22. Benefits of Age Diversity • From recruitment to retirement, the Trust recognise that encouraging age diversity is not a “fluffy proposition” – it’s a real business initiative. • Greater Staff Productivity • Lower Recruitment Cost • Higher Retention Rates • Retaining reliable, experienced, and dedicated staff.

23. BCF Age Profile – Aug 07

24. Where we are now • Communicating awareness of age discrimination and age diversity through awareness sessions. • Delivering team talks, meeting with managers and producing a series of briefing documents on the BCF Newsmail. • Widening the age group of recruits by not requesting age and dates of academic qualifications on application forms or stipulating a requirement for work experience

25. Where we are now • Ensuring consistency and equality in advertising vacancies by using standard Trust templates for all jobs on Trust website. • Conducting staff appraisal for all and ensure open access to learning and development opportunities regardless of age. • Line managers implementing flexible working for all ages using Trust policies.

26. Future Developments • The government’s wide ranging consultation on the Single Equality Bill with regards to Age. • For example in the health service, ensuring all older people are given equal priority when planning and commissioning services. • Setting up specialist courts with experience in tackling discrimination cases to ensure swifter, less costly and effective justice takes place.

27. NEXT STEPS • Conduct Equality Impact Assessment on your policies and protocols to identify any age bias and address findings. • Revise and publicise changes in staff guidance • Set up a phased plan to ensure all staff on your wards and departments attend one hour age diversity awareness training programme.

28. Useful Information • NHS Employers’ website www.nhsemployers.org • The Employers’ Forum on Age www.efa.org.uk offers examples of bias free application forms • Also see www.acas.org.uk for further guidance and information on age equality.