Employers Discriminate Against Mature Workforce

National Seniors Australia have published a press release backing a new report which shows that more than a third of Human Resource (HR) practitioners believe their organisation is biased to some extent against the employment of the mature workforce.

The study by the Australian Human Resources Institute is based on a survey of 1,212 HR practitioners and examines questions relating to retention of the mature workforce on the payroll as well as recruitment issues.

Michael O’Neill of National Seniors Australia said “Whilst the report shows there is a bias against employing the mature workforce, the positive to come out of it was that 83% of respondents wanted to see steps taken within their organisations to retain mature workers”.

For full details go to the link at www.matureworkforce.com.au for National Seniors Australia.

Appointment of Australia’s first Age Discrimination Commissioner

30 July 2011

The Gillard Government today announced the appointment of the Hon Susan Ryan AO as Australia’s first ever Age Discrimination Commissioner.

“In her new position of Age Discrimination Commissioner, Ms Ryan will be a dedicated advocate not only older Australians, but also young people who might be affected by age discrimination,” Attorney-General Robert McClelland said.

“The new Age Discrimination Commissioner will operate as part of the Age Discrimination Act to tackle age discrimination in our workplaces and the wider community.

“This includes discrimination in getting job or applying for a promotion, enrolling at a TAFE or university, applying to rent a house, or using services such as at a bank.

“The Gillard Government is delivering on its election commitment by providing $4 million in funding over four years to the Australian Human Rights Commission to support the new position of Age Discrimination Commissioner.”

Minister for Families, Housing, Community Services and Indigenous Affairs Jenny Macklin said Ms Ryan has significant experience addressing discrimination and advocating for older people as well as practical work implementing anti-discrimination policy.

“Ms Ryan is currently the Independent Chair of the IAG & NRMA Superannuation Plan and the honorary chair of the Australian Human Rights Group,” she said.

“While serving in the Senate, Ms Ryan was critical to the development of the Sex Discrimination Act 1984 and legislation surrounding equal opportunity.

“I look forward to the new Commissioner’s advocating for fairness and inclusion for all Australians, regardless of their age.”

Minister for Mental Health and Ageing Mark Butler also welcomed the appointment.

“Australians have the fifth longest life expectancy in the world, and we all want a future where we are treated fairly and valued for our contributions,” he said.

“Older Australians can face barriers in employment and community participation. We need more employers and the broader community to appreciate the important qualities and skills older Australians bring to the workplace and public life.

“The Commissioner will help the community understand the important role played by older Australians.”

Mr McClelland thanked Sex Discrimination Commissioner Elizabeth Broderick, who has been handling age discrimination issues in addition to her current role.

“Ms Broderick has been at the forefront of bringing the issue of age discrimination to the attention of the community and government,” Mr McClelland said.

“However, the Government believes the issue of age discrimination deserves the advocacy of a dedicated commissioner.”

Workplace age discrimination alive and well, new report reveals

Being constantly referred to as the “f*cking geriatric” by workmates, is one of the stories to emerge from new research that reveals age discrimination is alive and well in the workplace.

While this case involving a 50-year-old labourer was blatant, age discrimination is more often covert and notoriously difficult to prove, writes the late Professor Sol Encel in his report, The Elephant in the Room, conducted for National Seniors Australia.

Releasing the report today, National Seniors chief executive, Michael O’Neill, said that while the 2004 federal age discrimination laws were meant to help older workers, in some ways they had made it more difficult.

“With the age discrimination laws in place, employers are now much more sophisticated in how they exclude older workers. For example they may use recruitment agencies to screen applicants, employ code terms such as “overqualified” or frame advertisements denoting youth”.

“And then, surprisingly in this day and age, there are still those employers who just come out and say ‘you’re too old’”.

“The costs to the nation are huge. In a human sense we’re creating an underclass more likely to experience social isolation, ill health and financial insecurity. In monetary terms, not employing these people who want to work translates into a $10.8 billion annual loss to the economy”.

“Negative stereotypes of older workers have been around for decades. The world has moved on. It’s time for the people who judge a person’s ability by their age to realise they’re the ones out of date,” said O’Neill.

The report calls on policy makers to:

1. Examine the issue of ‘disguised discrimination’ and strengthen the relevant anti-discrimination legislation to reduce the likelihood of covert discrimination.
2. Ensure individuals can make their own work or retirement choices in the light of their own health, aspirations, financial status and family situations.
3. Promote greater awareness by employees of their rights to complain about age discrimination.

The report comes only ten days after Prime Minister Julia Gillard’s Sydney Institute speech in which she indicated possible cuts to the disability pension in the May budget.

Long term unemployment is a harsh reality for older workers. Despite determination, it takes the over-50s three times longer than younger workers to get back into the workforce. After years of trying, if they’re below 65 many will end up on a disability pension.

“Age Discrimination Alive and Well”

During an interview on Kerri-Anne’s morning show the commissioner for discrimination stated that 65% of complaints that came into her office were related to discrimination in the workforce for workers 45 years on onwards.

Kerri-Anne stated “It may be unlawful but we know it goes on”.

Age discrimination is the greatest cause of unemployment particularly for women. People are being forced into early retirement and with the retirement age going to 67 this is a looming problem.

It was agreed that experience and wisdom are what the mature workforce have to offer. If employers do not embrace these workers there will be significant economic and social costs.

Mature Workforce Gets Government Iniatives

Speaking at the Investing in Experience business leaders’ morning tea in Sydney last month Kate Ellis, Minister for Employment Participation and Child Care, announced an expansion to the $43 million Experience + program.

One of the biggest changes is the lowering of the eligible age group from 55 years to 50 years. It is anticipated this broader age group will allow greater numbers to access training and support to help them remain and/or re enter the workforce.

The expansion includes:

-Grants of $4950 for employers of mature age workers to assist workers to participate in training or to up-skill and become mentors or supervisors of apprentices and trainees;
-On-the-job support for mature age workers whose jobs may be at risk due to health condition, injury or disability;
-Free, professional career advice for mature age job seekers and workers; and
-Job transition support to employees in physically demanding jobs in priority employment areas and eligible retrenched workers.
• An Investing in Experience Employment Charter, which outlines goals for employers to assist them to achieve best practice in the recruitment and retention of mature age people.
• An Investing in Experience Toolkit that has been developed in partnership with the Australian industry Group, which will provide critical resources in supporting employers to implement the Charter and help them better support mature age workers; and
• A new Corporate Champions project to be led by the Australian Industry Group and the Australian Chamber of Commerce and Industry that will see companies promoting the benefits of hiring mature age workers to employers across Australia.
Ms Ellis said that the ageing of our population is a significant challenge facing Australia’s workforce and in turn our future productivity.
“This year, the first of the baby-boomer generation becomes eligible for the aged pension. The time for talking about the future ageing of our population is over – it is happening now.”
“The willingness of Australians to work for longer is a strength that we need to harness and ensuring that mature workers are properly supported is central to addressing the challenge of an ageing population.”

Independents Represent Mature Workers

Seniors should be high on the agenda of Independents Tony Windsor (New England) and Rob Oakeshott (Lynne) as both electorates have a higher number of over 60’s than the national average

In Lynne over 40 percent of the electorate are over 50 and the New England electorate boasts 34 percent of the electorate being over 50. During the election campaign the two major parties pledged assistance to get the over 50 job seeker back into the workforce.

Labor promised $30 million for the Experience Plus program to allow up skilling of up to 7500 mature age workers, who will receive $4,000 each in training and assessment assistance. This is an excellent program however often the training provided and the qualification gained can be non productive in providing the job seeker with gainful employment.

Financially assisted training to a job seeker should also be provided once a job is gained. This gives an incentive to the employer and ensures the employee is trained or up skilled in a relevant area applicable to his or her employment.

The Coalition offered an incentive of $250 per fortnight for six months to any employers who hire a jobseeker aged 50 or over full time. Another great idea however in terms of practicality too narrow to deliver effectively. Many employers seek to employ mature workers part time, often this will grow to full time. Also some mature workers seek more flexible working conditions which may not be considered full time.

To get the mature workforce on the move perhaps both ideas need to utilised with variations to benefit all stakeholders.

Ideally the job seeker needs to provide the employer with their skills and the potential for training once employment is confirmed. The employer needs to get over any age discrimination issues and this may need to be by financial incentive. This incentive could be based on a formula of the employee”s fortnightly income.

Anti Discrimination Alive and Well for Mature Workforce

Prime Minister Julia Gillard and Coalition leader Tony Abbott made pledges during the election that reflect their concerns that mature workers may not be getting a fair hearing.

Labor said they would create a dedicated Age Discrimination Commissioner at the Australian Human Rights Commission from July 1, 2011. The Coalition pledged to create a Minister for Ageing and Seniors.

Obviously these positions would be created to ensure the rights of seniors are upheld and direct points of contact established within a government framework.

Research shows that age discrimination exists for older workers of 50 and over. However despite anti discrimination laws being in place, no conviction exists against any employer in this regard.

An Age Discrimination Commissioner would struggle to find an employer sufficiently naïve to reject a job applicant based on age. Employers can find a myriad of reasons not to employ someone and never mention age.

Mature workers often complain that they send hundreds of resumes out for jobs and never get a reply. Until employers can see the advantages in employing the mature workforce or are offered financial incentives to do so their attitudes will most likely remain the same.