Older People I would assume are the opposite? What would you say?
I would say you are being assumptive and prejudicial but then I'm blunt. I would say where is the analysis to back up your conclusions?
Ageism is a form of discrimination that can affect anybody, regardless of how old they are. Most often it works in favour of people aged 25-35 and reduces employment prospects for older people, women returners and younger workers.
It can prevent applicants who have the skills, abilities and potential required by employers from getting a job.
It can prevent in employers from hiring the best (and potentially, the most productive) applicants.
• The UK labour market will soon contain more people aged over 40 than people aged under 40.
• Absenteeism rates vary little between age groups.
• Older workers stay in their jobs longer than younger people.
• Research shows that older people are as capable of learning new skills as younger people.
• Over-targeting of particular age groups by groups on employers can lead to inflated labour costs.
• Many employers are already tackling age discrimination to keep ahead of competitors.
• Public support is growing for the introduction of age discrimination laws.
There is no law against age discrimination in employment in the UK, but EU employment directive requires the introduction of legislation to outlaw it by 2006. The government has already started the process with the "Towards Equality and Diversity" consultation. Further consultation is planned for 2003 - details can be found on Department of Trade and Industry web site (www.dti.gov.uk/er/equality/index.htm).
Nonetheless, some workers discriminated against because of their age may be able to take legal action. If statistical evidence shows that age criteria result in men and women being treated differently, employees can claim indirect sex discrimination under the Sex Discrimination Act of 1975.
In June 1999 the government published a voluntary code of practice. An updated version of the code is available from the Age Positive web site (www.agepositive.gov.uk).
One third of employers are aware the voluntary code and the use of age-based criteria in recruitment has halved since July 1999. Threequarters of new equal opportunities policies now refer to age.
Tackling age discrimination
The voluntary code sets out guidelines for good recruitment practice to prevent ageism. It says job adverts should:
• avoid giving age limits or ranges, and should not include phrases such as "young graduates", "mature person" or "according to age and experience";
• ask for relevant experience, skills and ability, rather than insisting on particular qualifications;
• appear in a range of media in order to reach different age groups.
Application forms should ask only for job-related information.
Since 1996 People Management - the HR bible magazine - has declined to publish any job advertisement that includes age limits. Its "Banish the Age Barrier" campaign made it the first mainstream publication in the UK to take this step.
Age Concern (www.ageconcern.org.uk)
"The largest charitable movement in the UK concerned with the needs and aspirations of older people and the leading authority on ageing-related issues."
Age Positive (www.agepositive.gov.uk)
Government-run web site dedicated to combatting ageism and with many useful facts, figures and links. "Focus on potential, skills and ability... not age".
Employers Forum on Age (www.efa.org.uk)
Employer group with more than 150 members providing "expertise on age issues and an authoritative insight into the attitudes, policy and practice of UK employers".
Employers' Organisation for local government (www.lg-employers.gov.uk)
"Supports local authorities in their HR role, providing expert advice and information on people management and development in local government, and leading the formulation of policy on employer issues."
The best people to employ in call centres are those that exceed the skills and competencies that you are recruiting for in the job descriptions.