Age Diversity 

Definition

The practice of understanding and applying the beneficial use of people of different ages in employment, economic and social activity, plus being aware of their needs when developing and marketing goods and services and delivering public services.’ Chris Walsh Director Wise Owls employment agency ltd September 2012.

Some Facts

The 3 working age groups are commonly defined as younger - under 25 years old;  middle aged  25 – 49 years; and older 50+ to state retirement age + .

The levels of unemployment amongst these groups in the UK IN 2012 are^[1]

• 21.25% Younger
• 6.21% Middle
• 4.57% Older

The proportion of people in work-related training in the UK in 2012 are ^[2]

• 38.40% Younger
• 29.20% Middle
• 24.00% Older

The proportion of people undertaking further and higher education in the UK in 2012 are as follows ^[2]

• 79.34 % Younger
• 10.29%  Middle, (aged 25-30)
• 10.37 % Older, (aged 30+)

The Benefits of Age Diversity.

To a country - where people of all ages are in employment, working together, national productivity and employment levels increase( based on OECD and EU Economic and Social affairs Directorate research).. Older people can provide training, mentoring, support to younger ones. Ongoing employment and increased flexible working  can prolong older working age people’s useful working lives, improve their health and benefit the economy. In addition extending working lives up to and after retirement age means people can continue contributing towards the economy and taxation after retirement age, as they wish ,supplementing what should be an adequate pension as of right. Where older people are retained there are likely to be more younger ones hired. Both OECD and EU Economic and Social affairs Directorate research indicates that where older workers are retained there are smaller numbers of unemployed young workers

The reverse is also true where older workers are laid off they are usually not replaced – it is part of a downsizing operation, reductions in public service and employment  and where that happens in EU countries since 2008, there are higher levels of youth unemployment.

To a company -  where people of all ages are in employment, working together, productivity and profitability increases. Older people can provide training, mentoring, support to younger ones. Flexible working  can prolong their useful working lives for themselves, their health and the company. Where older people are retained there are likely to be more younger hired

The reverse is also true where older workers are laid of they are usually not replaced – it is part of a downsizing operation and where that happens younger people are less likely to be employed

To society. We need to have a fair and flexible society in which all generations can work, play, live  and socialise in harmony taking into account the rising overall age of the population – seeing this as a basis for economic and social growth.  

What Needs to Be Done

To ensure that we enjoy the benefits of longer and healthier age we need to plan positively for this

Educate. We need to inform and educate the wider society , older and younger people of these realities and to actively encourage participation in the economy and social interaction by all generations

Introduce legislation. This needs to be reinforced with wider equality laws which protecvt everyone from exclusion and discrimination on the grounds of age – the one equality group which affects us all

Best practice. We have to widen the networks and research and practice\al development of best practice in the fields of employment, self employment, training, access to goods and services, economic and social planning and research into the opportunities and economic and employment expansion inherent in the growth of the silver economy and of an age diverse society for old and young alike

Support the campaign for age diversity –

http://www.wiseowls.co.uk/member/index/age_diversity_declar

http://www.facebook.com/pages/PAD/451782914833798

Sign this declaration BELOW and pass it on

AGE DIVERSITY DECLARATION

• We understand that age diversity brings benefits to all ages economically, socially and at an organisational and personal level.
• We understand that where age diversity is practiced in employment, benefits accrue to the organisation and business, to the employer and the employees. This applies at the micro level of organisations and communities and the macro level of national economies and societies.
• We believe in the uniqueness which every employee brings to the workplace and that having an age diverse environment improves productivity, creates better working relationships and enhances social cohesion for all.
• We believe that this commitment to age diversity needs to be understood and implemented throughout society and that the dangers of ageism and intergenerational conflict be exposed as false, discriminatory, and illegal.
• We want a society where people of all ages can participate: in work, in education, in leisure, and in life. We want the government, employers, the media and the public to understand and embrace the benefits people of different age bring to the workplace, ending divisions, and creating a future which is fair to all.

CLICK HERE TO SIGN THE AGE DIVERSITY DECLARATION

Sources:

¹ http://www.ons.gov.uk/ons/dcp171778_273802.pdf

² http://media.education.gov.uk/assets/files/xls/2/chapter%202%20v022011%20%20%20post%20compulsory%20education%20and%20training.xls