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The business case of employment

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In the past it was estimated that age discrimination cost the UK economy between £19 and £31 billion a year in lost productivity, though the cost today is probably much higher. To be successful in an increasingly competitive market place, organisations need to attract and retain valuable employees and develop the talents of all their employees.

Some key points:
More people are living longer, active and healthier lives2.
Evidence shows that differences in absenteeism between age groups are slight.
Older workers stay in their jobs longer than younger people.
Age discrimination leads to under-achievement, reduced self-confidence and motivation, lower self-esteem and loss of personal income and status.
Findings from many studies show that younger and older workers are on average equally effective in their work.

Research shows that, given the right training, older people are just as capable of learning new skills as younger people. www.51lunwen.org
As life expectancy increases and the birth rate remains low, the proportion of the population aged over 65 will increase dramatically, despite immigration. The same is happening all over Europe and in many other countries. Older people will become an ever more significant proportion of the population and society will increasingly depend upon the contribution they can make. In their publication Opportunity age: meeting the challenges of ageing in the 21st century3 the Department for Work and Pensions (DWP) gives details of the demographic shifts that are expected over the next few decades. The Government have stated that the best way to offset the impact of future changes in the age structure of society is to reduce levels of inactivity. Around 1 million people choose to work beyond state pension age already and the Government aspires to encourage a million older workers to do so, thereby maintaining the ratio of workers to non-workers in the economy at about the same in 2050 as it is now. Research information1 shows that there is a keen appetite amongst older employees for flexible working and flexible pensions and statistics indicate that activity levels for older female employees are expected to continue to rise. www.51lunwen.org

Recommendations for employers
Employers need to comply with the legislation by checking that all their policies and procedures are in line with the requirements, and seeking advice where necessary. Many employers have already taken action on age discrimination as a way of keeping ahead of their competitors and some companies, including B&Q, Asda, HBOS, Barclays Bank, GlaxoSmithKline and Nationwide, have adopted policies not just to attract older workers specifically, but to move to an age neutral approach. Age discrimination is a pervasive issue and the challenges of tackling it and ‘age proofing’ employment policies and practices are complex and take time. Each stage of the employment cycle should be examined as discrimination can occur throughout a person’s working life. All those involved in making decisions about the employment and training of people need to understand the implications of age-stereotyping.
Recruitment and selection www.51lunwen.org

Age, age-related criteria or age ranges should not be used in advertisements other than to encourage applications from age groups which do not usually apply. Where this is the c±¾ÂÛÎÄÓÉÓ¢ÓïÂÛÎÄÍøÌṩÕûÀí£¬ÌṩÂÛÎÄ´úд£¬Ó¢ÓïÂÛÎÄ´úд£¬´úдÂÛÎÄ£¬´úдӢÓïÂÛÎÄ£¬´úдÁôѧÉúÂÛÎÄ£¬´úдӢÎÄÂÛÎÄ£¬ÁôѧÉúÂÛÎÄ´úдÏà¹ØºËÐĹؼü´ÊËÑË÷¡£

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