By Malcolm Sargeant
Malcolm Sargeant's Age Discrimination in Employment is an encyclopaedic advisor for HR experts and employment legal professionals to the character of age discrimination within the place of work in a couple of nations, in addition to a dialogue of the most thrust of employment legislations during this zone, together with an research of the Employment Equality (Age) laws 2006. It additionally breaks discrimination down via age (discrimination opposed to younger, heart, previous and senior age staff) and explores a number of discrimination, together with age and gender, ethnicity, sexual orientation, and incapacity.
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Extra resources for Age Discrimination in Employment
This change will have an effect on the economy of the EU and the individual Member States. One astonishing indicator of the economic burden resulting from demographic change internationally is to look at the ratio of the retired to workers. In the OECD area5 the ratio in 2000 was about 38 retirees for every 100 workers. This is projected to grow by 2050 to just over 70 retirees per 100 workers. ’6 4 5 6 The demographic situation in the European Union (1995) Some 35 countries in the Organisation for Economic Co-operation and Development Live Longer, Work Longer (2006) EUROPEAN PERSPECTIVES AND THE FRAMEWORK DIRECTIVE 47 One solution for maintaining, or increasing growth, is to increase the level of employment.
Legislation would help businesses by reversing the practice of encouraging older workers to exit the labour force thus stopping valuable resources being thrown away. In a survey of the membership of the Institute of Management some two-thirds of respondents supported the introduction of comprehensive legislation to prevent age discrimination at work. An even greater number (70 per cent) supported legislation to restrict the use of age in job advertisements. Support from managers and HR professionals for legislation may, of course, indicate that arguments to end discriminatory practices in their own organisations are considerably strengthened when there is legislation in existence.
10 Extending the New Deal for unemployed people aged 25 years and over and also for disabled people UNITED KINGDOM PERSPECTIVE 27 One could imagine these arguments being used against any proposed legislation on any form of discrimination. 12 There were some indications that employer representatives and especially human resource professionals favoured legislation. 14 • Legislation would demonstrate society’s disapproval of morally unacceptable behaviour such as the translation of age-related stereotypes about people into decisions which have a deep affect upon people’s lives.