UK workplaces must challenge stereotypes to end age discrimination

Both employers and workers must work harder to change mindsets to deliver a truly age diverse workforce, according to Manpower’s report ‘Old Age Thinking / New Age Thinking’ released today.
The report coincides with the launch of the Government’s Employment Equality (Age) Regulations 2006 on 1 October, intended to eliminate age discrimination from the workplace.

Manpower’s research reveals that employers need to work harder to raise awareness of the new legislation in the workplace. Whilst 72% of employers believe that their employees are at least ‘aware’ of the new age discrimination regulations, 51% of workers claim to be totally unaware of the new age discrimination rules.

Manpower’s Age Report, based on research of more than 2,100 employers and 700 workers, shows that while 64% of workers do not think they have ever been discriminated against because of their age, 43% have not applied for a job because they have considered themselves too young or too old.
However, as a result of the new legislation, 55% of workers would anticipate applying for jobs where previously they might have ruled themselves out because of their age. Employers expect the new age regulations to stimulate a wider age diversity of jobseekers – with 33% anticipating more applications from people aged 50 or over once the age regulations are in force.

Mark Cahill, Managing Director of Manpower UK, comments: “Changing demographics - the ageing population and the shrinking workforce – mean that employers must embrace diversity to be competitive. In the future people will work for longer, and the age legislation should make that easier. Workers still expect to retire by 65, but are increasingly recognising that their pensions may not be sufficient for their retirement. Our research finds that 35% of workers anticipate needing to supplement their pension in some way.”

The majority of large employers (82%) have already reviewed their HR practices ahead of the introduction of age legislation – ranging from an age profile workforce audit, to changes to HR policy and recruitment advertising. Smaller companies are less prepared for the age legislation, with only 25% of employers in micro-sized businesses having reviewed their HR practices to date. Employers in the public sector are comparatively well prepared - 62% were found to have already made amends to their HR practices.

Separate Manpower research shows a notable difference between workers and employers concerning the future age of the workplace: just 19% of workers intend to work beyond the age of 65 – but more than half of businesses (52%) will want staff to do this.

Mark continues: “There is a notable mis-match between the business need to embrace a more diverse workforce, and the desire by workers to extend their working life. If workers don’t wish to continue working full-time, they could choose to supplement their pension through flexible working opportunities.”

For further information on the new age regulations visit