Age discrimination (commonly known as ‘ageism’) occurs when workers are treated unfavourably due to their age. Chwarae Teg’s new report revealed this week that too many older women in Wales aged 50 years or over feel disadvantaged and/or discriminated against within the workplace, leading to pressure for employers to do more in support of older women workers in Wales. We explored what the employer’s duty is and how employers can support their employees best.
What Is an Employer’s Obligation?
Employers have a duty under the Equality Act 2010 not to discriminate against employees because of a protected characteristic such as age or sex, including direct or indirect discrimination, harassment and victimisation because of these characteristics. An employer cannot treat an employee less favourably due to age unless this can be objectively justified.
Why are Women Feeling Poorer?
A report by Chwarae Teg highlighted increased caring responsibilities as one factor impacting older women’s working careers, leading them to reduce hours or leave work entirely to care for family members. Therefore, employers must offer flexible working opportunities and family-friendly policies in order to retain older staff; providing such benefits should help older workers feel confident enough to utilize these benefits effectively.
The report noted that menopause was another key factor driving older women out of the workplace, although until recent years this topic was often taboo and difficult for older women in the workplace to address. Unfortunately, menopausal symptoms can sometimes lead to accusations of poor performance or commitment issues; employers should increase manager awareness to spot symptoms early and offer assistance as needed; coaching or counselling services could also assist employees’ wellbeing.
What can an employer do to support older employees?
1. Flexible Working: Provide your older workers with flexible working arrangements so that they may accommodate any caring responsibilities or health conditions like menopause.
2. Train Managers: Train senior members of staff on diversity and unconscious bias so that stereotypical views don’t form.
3. Foster a Positive Work-Culture: Create an environment in which employees feel appreciated while also realising the advantages of having an age diverse workforce.
4. Facilitate Career Development: Be mindful that older employees do not feel left out in terms of professional advancement opportunities.
Employers should remember there is no longer a mandatory retirement age; therefore, forcing or suggesting they retire without proper justification from an employee can only doom their career development further.