Age discrimination involves treating someone (an applicant or employee) less

favorably because of his or her age. The Age Discrimination in Employment Act
(ADEA) only forbids age discrimination against people who are age 40 or older.

How can I prevent age discrimination in the workplace?

Government predictions say by 2020 there will be round 25 million people over the
age of 50 in the UK. That fact, plus the scrapping of the DRA means our attitude to
employing and retaining older staff within our workplace needs a radical overhaul.

Age discrimination is, of course, illegal in Great Britain. But, more than regulatory
demands, fairness at work and tackling discrimination helps to attract, motivate and
retain multi-generational staff, as well as enhancing your reputation as an
employer.

So, as an employer, what you need to do both to meet your legal obligations and
create a fair workplace? Heres our checklist to making sure you are age-
discrimination-free.

Understand the issue

First, consider all aspects of how you employ people to ensure freedom from
potential direct or indirect age discrimination. Examine your recruitment policy, your
employment terms and conditions, promotions and transfers, training, redundancy
and dismissals. Also, review policies and procedures to identify areas of age bias,
such as sick leave, annual leave and flexible working. Now, carefully assess your
staff across the board, from directors to managers to the shop floor, for any
indications of age-related harassment, bullying or victimisation.

Have a policy
The policy should include definitions of age discrimination, with examples, as well
as reporting procedures and grievance procedures. For example, if a manager sees
unacceptable behaviour, they must take an immediate defined (by you) course of
action to deal with it. In the first instance, this may involve taking the person who
has been discriminated against aside and assessing the situation from their
perspective.

If they do not want to take formal action at this time, this may involve an informal
warning to the perpetrator, pointing out the effect of their behaviour and
requesting they desist. If this fails, or if the person being harassed prefers, it will be
necessary to take formal action within your organisations normal disciplinary
procedures. Above all, make sure your policy expresses your commitment to a
supportive work environment for employees of all ages. Organisations such as ACAS
have 30 years experience in helping committed employers create effective policies
and strategies to make part of these important strategies.
Make sure your leaders are on-board
Ensure your directors and managers are not only familiar with the law and your
company's new policy, but that they are also as committed as you to upholding it.

Make your organisations position clear

Prominently communicate your age discrimination policy by announcing it at an all-
staff meeting, as well as posting it in detail on bulletin boards or the intranet.
Incorporate it in your employee handbook.

Train to prevent it
If you have no in-house expertise on the subject, hire a specialist to carry out
training to raise employee awareness. Require participation for all employees. The
training should aim for real changes in understanding and behaviour and cover such
areas as, not only what discrimination and harassment mean but also why they
are hurtful, unlawful and totally unacceptable. Ensure staff are in no doubt about
what to do if they either witness it or are subjected to it. Emphasise and encourage
individual responsibility.

Rethink promotion and training

Opportunities for promotion, job-related training or other development opportunities
should be available to all employees regardless of age. (Except if you have
objectively and legally justified reasons for age criteria). Ensure your style and
location of training is suitable for people of all ages and that everyone eligible is
encourages to participate.

Encourage mentoring
Companies which embrace mentoring are generally warm and inclusive places to
work. Pair workers of different ages. Workers of any age can pass on their
experience - upwards and downwards - and help others develop through their
unique knowledge and skills.