AGE DIVERSITY AWARENESS SESSION

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AGE DIVERSITY AWARENESS SESSION

• Steve Baldwin

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

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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

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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.

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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.

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Legendary Inventor

• Just because youre over 50 years old doesnt
  mean that you have to down tools. Ive 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

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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 employees 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.

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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.

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AGE POSITIVE

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

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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.

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The World is AgeingPercent of Population Age
60 2000
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The World is AgeingPercent of Population Age
60 2025
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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

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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.

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Dispelling the Myths

• Employers may think older workers dont need
  training but less likely to take on older workers
  for jobs which require trained staff.
• Women are more likely to say theyve 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.

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Are you well informed?

• Try the Ageism Quiz!

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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

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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.

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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.

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Exceptions

• Genuine Occupational Requirement
• Statutory Benefits
• Compliance with a Statutory Authority

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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.

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Benefits of Age Diversity

• From recruitment to retirement, the Trust
  recognise that encouraging age diversity is not a
  fluffy proposition its a real business
  initiative.
• Greater Staff Productivity
• Lower Recruitment Cost
• Higher Retention Rates
• Retaining reliable, experienced, and dedicated
  staff.

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BCF Age Profile Aug 07
 
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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

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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.

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Future Developments

• The governments 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.

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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.

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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.