The Hindu : Opinion / Leader Page Articles : Ageism affects young and old

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Tuesday, Jan 11, 2005

Opinion

Opinion - Leader Page Articles

Ageism affects young and old

By Emma Lunn

Prejudice against job applicants over 50 is rife, but youngsters face discrimination too.

IF YOU are aged between 35 and 40, then lucky you; you are at the prime age to submit a successful job application. The British Chartered Institute of Personnel and Development says people only have these five years in their entire working lives when they are deemed neither too young nor too old for a job. The CIPD evidence, endorsed by similar findings from the Department for Work and Pensions, also finds that although age prejudice is much worse for people over 40, one in 12 under-35s has been deemed too young to be considered. Twice this number believe they have been rejected for being too young, but have no evidence.

HR managers often perceive younger workers as being inexperienced, more likely to take time off sick, less likely to stay in the job, unskilled and unreliable. One employer admitted he had chosen an older worker over a younger person when recruiting for a recent position. "We had one applicant who was 23 and really ambitious. I didn't want to spend six months or a year training him for him to up and leave. I thought the 40-year-old applicant was more likely to stick around."

In some instances people in their late 20s can already be considered too old for a position, especially if they have gone into their chosen field later than normal.

However, deep-rooted prejudice against job applicants over 50 still has not gone away. A survey of 873 employers by law firm Peninsula found that 47 per cent admit to discriminating against older workers during the hiring process. The findings echo research carried out by the CIPD, which found that a third of workers over 50 experienced some form of discrimination at work. Peninsula's Peter Done says: "It would be naive to believe that a more senior candidate would not be suitable for a business, with time and experience being an invaluable commodity that younger employees will not be able to offer."

However, with help and guidance from recruitment advisers, the right answers to tricky interview questions, all is not lost for older job applicants. Experience, knowledge and discipline are all things older candidates should make the most of on a CV or at an interview. Other positive aspects could include not having young children to look after and not having the same financial commitments as younger people. Experts also advise showing enthusiasm and demonstrating that you are flexible, can pick up new skills and are willing to work under a younger manager.

The Employers Forum on Age is hoping to tackle age discrimination by trying out an age-neutral application form. Together with recruitment specialists Bartlett Scott Edgar, it is encouraging HR departments to use a form that not only omits age but all chronological information that gives away how old someone is. It hopes employers will then choose interviewees based on their skills and experience, rather then dismissing older candidates.

James Reed, CEO of recruitment consultancy Reed, says that some firms have a tendency to recruit people with a similar age profile to their existing employees, but this is not always a good idea. He advises older people at an interview to concentrate on showing how their own skills and experience match the requirements of the job. "I suggest that they take some time before the interview to think about their unique perspective and the benefits that they can bring to the company. This will not only build confidence but will also help to challenge any prejudices that the interviewer has."

In the United States, legislation prohibits discrimination against anyone over 40 and British firms will soon be subject to similar rules when the European Union Employment Directive, due to be adopted in December 2006, will make it unlawful for employers to discriminate on grounds of age.

After that, phrases such as "experienced," "graduate" or "mature" in recruitment ads could be described as discriminatory and breach the legislation. CIPD diversity adviser Dianah Worman says that age discrimination can actually cost businesses in the long run. "The business case for employing older workers seems more compelling as they are more likely to stay in their jobs for longer — the cost of replacing staff is more than £ 3,500 on average," she says. Judging people by their age, the CIPD claims, creates problems in the labour market and effectively blinds organisations to obvious sources of talent. —

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