Addressing ageism in the workplace is essential for creating inclusive and diverse working environments. The Women and Equalities Committee’s recent report, “The rights of older people” (the Report), highlights the persistent age discrimination faced by older workers and explores strategies to combat it. Wales’ proactive approach to tackling ageism offers valuable lessons that could inform broader UK policies.
The prevalence of ageism
The Report emphasises that ageism is often culturally embedded, with older individuals facing stereotypes that undermine their contributions. Portrayals of older people as frail or burdensome can lead to internalised ageism, reluctance to seek healthcare and limited participation in the workforce. The Report cites research showing that individuals with positive attitudes towards ageing, on average, live 7.5 years longer. However, society tends to underrate the contribution that older workers make to the economy through income tax and as consumers. Equally, current legal protections against age discrimination are not always effectively enforced, highlighting the need for stronger measures.
Legal protections and government action
The Report highlights that whilst older individuals are legally protected from workplace discrimination, people often perceive ageism as less serious and more socially acceptable than other forms of discrimination, such as sexism, racism and homophobia. The Committee urged the government to commission and fund the Equality and Human Rights Commission (EHRC) to evaluate the effectiveness of current age discrimination protections. This evaluation should assess the implications of allowing objective justification for direct age discrimination, which may contribute to the perception of ageism being less serious. The Report recommends that the evaluation should also analyse the adequacy of the Public Sector Equality Duty and the potential for introducing more specific positive duties in England. It also recommended introducing a requirement on employers to take reasonable steps to prevent age discrimination and exploring ways to better address the intersectional nature of age discrimination within the Equality Act. The Report suggests this could include bringing into force the never-implemented provision that would allow claimants to argue they had suffered discrimination because of a combination of two of the characteristics e.g. sex and age.
Learning from Wales: the age-friendly strategy
The Report notes that Wales’ age-friendly strategy serves as a model for promoting age-inclusive practices. Key elements of Wales’ approach include targeted support for older workers, fostering inter-generational collaboration and addressing unconscious bias, with both a dedicated Commissioner for Older People and a network of local authority Older People’s Champions. The strategy integrates age inclusivity into both policy and practice, creating environments where individuals of all ages can thrive.
Practical recommendations for employers
To address ageism within their organisations, employers should consider the following steps:
- Promote positive ageing: Challenge age-related stereotypes by highlighting the strengths and contributions of older workers.
- Flexible working options: Offer flexible schedules, remote work and phased retirement options to accommodate different life stages.
- Training and development: Provide upskilling opportunities tailored to older employees, ensuring they can continue to grow in their careers.
- Inclusive recruitment practices: Use age-neutral language in job descriptions and eliminate assumptions based on age during the hiring process.
- Inter-generational collaboration: Foster mentorship programmes that encourage knowledge-sharing between younger and older employees.
- Digital inclusion: Offer digital literacy training to ensure older employees are not excluded as workplaces become increasingly tech-driven.
- Internal support mechanisms: Establish clear channels for employees to raise concerns about age discrimination without fear of negative repercussions.
Conclusion
The Report serves as a reminder that we still have a long way to go in addressing ageism. By adopting practices inspired by Wales’ success and implementing practical measures within their organisations, employers can create environments where individuals of all ages feel valued and supported, ultimately benefiting both employees and the broader economy.
