UK EMPLOYERS AND WORKERS MUST WORK HARDER TO ENCOURAGE AGE DIVERSE WORKPLACE: IMPACT OF AGE
LEGISLATION, SIX MONTHS ON
36% of workers more aware of age discrimination after the introduction of Age Regulations
24% of employers have developed a strategy to retain older workers
13% of employers have a specific strategy to attract older workers
Manpower White Paper: "The New Agenda for an Older Workforce"
LONDON, 23 APRIL 2007: Six months on from the introduction of age discrimination legislation,
UK employers and workers must work harder to build a truly age diverse workplace and to combat age discrimination
according to Manpower, the UK's leading employment services provider. Manpower believes this is of increasing
importance as an ageing workforce, a shrinking labour market and growing talent shortage impact the UK's ability
to compete.
The call for action comes as Manpower releases findings from research of over 1,800 employers that shows that
despite being more aware of the need to develop an age diverse workforce, few employers are taking proactive
steps to ensure they have the formal processes in place to deliver this: only 24% of employers have developed
strategies to retain older workers and only 13% have a strategy to attract such workers. The research reveals
that larger employers are significantly more likely to have developed strategies than smaller organisations:
49% of large employers have developed a retention strategy compared to 19% of micro-sized firms and 29% of small
companies.
Manpower research also reveals a disparity between the mindset of employers and workers: 52% of employers
increasingly expect their workforce to work beyond the age of 65 whilst just 35% of workers believe they will
need to supplement their pension.
Mark Cahill, managing director of Manpower UK, says: "The world of work is changing -
increased competition, the need to adapt to new technology, a shortage of skills – and employers and
workers must recognise these changes and adapt. Older workers provide a valuable skills resource and
one which enlightened employers are embracing. To make the most of an age diverse workforce, employers
must ensure they have the right processes in place to encourage and support workers at both ends of the
age spectrum – providing specialised training and flexible working opportunities, for example."
Manpower research conducted at the end of 2006 shows that the introduction of the Government's Employment
Equality (Age) Regulations has had a positive impact on employee awareness with 36% of employers believing
this has helped raise awareness of age discrimination in their workplace. Large employers (68%) are the most
likely to report an increase in awareness with Utilities companies (48%) demonstrating the most impact on
their business. Employers in the South West (48%) noted the greatest change whilst those in the East Midlands
the least (24%).
Some employers may not have a formal policy promoting age diversity because they do not yet recognise the
extent of the need to make the changes needed to attract older workers and to encourage them to work for
longer. Or it may be that they feel this balance will right itself without specific intervention.
Mark Cahill continues: "Some attitudes towards age and diversity have changed, but it is
clear there still needs to be increased understanding and awareness of the issues around age diversity from
employers and workers alike. These attitudes will not change overnight. But with communication, training and
a commitment from all involved, we can effect a serious and lasting change."
Today’s survey announcement coincides with the publication of a new Manpower White Paper, "The New Agenda for
an Older Workforce". The White Paper explores the increasing reality of the global ageing workforce, resulting
gaps in workforce supply, and the demand that this is creating. It proposes strategies that companies can adopt
to circumvent these talent challenges; recommendations on how employers can help older workers extend their
careers should they choose to do so; and suggestions for the role that governments can play to help solve the
older workers conundrum.
-Ends-
About Manpower
Manpower is one of the largest and most innovative companies in the UK's employment services industry; creating
and delivering services that enable its clients to win in the changing world of work. The company provides a wide
range of services including permanent, temporary and contract recruitment, employee assessment and selection,
training, outplacement, outsourcing and consulting.
Manpower was established in the UK in 1956, and today works with organisations in both the public and
private sectors, ranging from small and medium-sized enterprises, to multi-national organisations such
as BMW, BT, Hertfordshire County Council, IBM, Royal Mail and Xerox.
The focus of Manpower's work is on raising productivity through improved quality, efficiency and
cost-reduction, enabling customers to concentrate on their core business. Manpower works across all
industries finding people for every level of an organisation.
Manpower Professional (formerly Nicholas Andrews) is the company's accountancy and finance arm, and was
voted Recruiter of the Year by Accountancy Age magazine in 2005.
Manpower UK has a network of over 300 offices and is a subsidiary of Manpower Inc, a worldwide network
of 4,400 offices in 73 countries and territories
