The governments new age discrimination laws have been designed to offer greater protection to employees of all ages. But one other expected benefit is that they will encourage and help employers to recognise the value of older employees

Britains workforce is rapidly getting older. Predictions show that by 2020, more than one third of the countrys population will be aged over 50. Other projections suggest that by 2014, there will be more over-65-year-olds in the UK than there will be under-16s. And by 2025, the number of over-60s is set to outnumber the under-25s.

This looming demographic timebomb is primed to have a huge impact for the nations employers as fewer younger workers will be available for recruitment. Instead, businesses will have a far greater proportion of older workers to recruit and manage.

However, many employers will need to re-adjust their attitudes to age before they can begin to embrace older workers and really understand the significant contributions that older workers make.

The governments new employment regulations to be introduced this autumn will help to drive this necessary shift in perception. From October 1st, age discrimination will be outlawed and companies will no longer be able to sack people or turn away applicants purely because of their age. Countless older workers have personal experience of how tough it can be once you turn 50 to remain in employment or find a new job. So the new laws are seen by many as a leap forward.

But the new legislation is not only there to protect older workers. Many younger people face barriers to opportunities at work because of their relative youth. Indeed, recent research suggests that young people suffer from age discrimination at work more than older age groups. From October 1st, it will also be illegal for employers to discriminate against younger workers because of their age.

Caroline Waters, director, People and Policy at BT Group, is one of those welcoming the new age regulations.

She said: BT as an employer has always strived to provide a working environment thats easily accessible to everybody and recognises that different groups of workers have unique skills that they bring to the workplace. Any legislation which encourages diversity is welcomed by BT.

Indeed, BTs standing as a progessive employer meant that it was one of the companies consulted by the government when the new legislation was being drawn up.

A great benefit of BTs track record in diversity and equality is that we have earned the right to be listened to, said Caroline Waters. We have really good levels of qualitative and quantitative management information that clearly illustrate the effectiveness and benefits of our policies to create a more fair and diverse workplace. This sort of data has, we believe, been helpful to the government in shaping the incoming legislation.

The skills, experience and capabilities offered by older workers are increasingly being acknowledged. For example, earlier this year, the Department of Work and Pensions (DWP) published research showing how employers can benefit from older workers while the Chartered Institute of Personnel and Development's (CIPD) annual recruitment survey highlighted that many UK businesses are already actively targeting older workers in order to address recruitment difficulties and fill skills gaps.

The CIPD study found that 70 per cent of employers are looking to recruit people aged between 55 and pension age, while almost a third (31 per cent) are looking to recruit people who are entitled to a state pension.

Others agree that younger isnt necessarily better in the workplace. According to Franois Hpflinger, a sociology professor at the University of Zurich, the most efficient teams are made up of younger and older workers.

Teams with this type of mix work well together because theres a balance between innovation and experience. This is something that no company can do without considering the demographic aging of the customer base. Companies in the service sector that have an unbalanced generation mix, for example, those with only young employees will have difficulties meeting the needs of older consumers.

Having a proliferation of mixed age teams throughout the business has benefitted BT for a number of years. Mixed age teams can be found right across the company from customer contact centres, to legal teams to the BT plc Board.

We dont encourage people to select teams on irrelevant factors such as age, said Caroline Waters. Teams are created on merit with managers selecting people who have the best mix of skills or bring an additional dimension to the team. This approach will result in teams which incorporate people of all ages and a wide range of diverse backgrounds.

At BT, these naturally created mixed age teams provide us with a unique set of insights allowing the company to create products and services and excellence in customer service that is right for the full spectrum of our customers.

Concludes Caroline: Employers should have nothing to fear from the new government legislation on age discrimination. They should see it as an opportunity to develop policies to promote diversity and inclusivity in the workplace and benefit as a business from those policies.

We asked Douglas Fisher and Liz Watts, two BT employees who perhaps could be considered older workers whether they believed the new laws would have much impact on them. We also asked them about what it's like to work in their own mixed age teams.

Douglas Fisher
, 60 is a Broadband Home Mover based in Dundee. Douglas has been at BT for ten years and is still enjoying working for the company. He hopes to continue in his position as long as his health allows him too.

Says Douglas: The good thing about the regulation coming in is that it rubber stamps my position.

In my role as a Broadband Home Mover, which is a customer service role, I feel that being an older person gives me certain advantages. For example, I tend to develop a rapport very quickly with my customers as many of them are the same age as me. I have also moved home quite a bit myself in my time and can relay my experiences with a human touch when dealing with customers stresses.

He adds: I have a very mixed age group of colleagues. We are a very vibrant team. We learn a lot from each other and I genuinely do not feel old in their company. I believe that age should never be an issue. The only question should be 'how well are you doing your job?'

Liz Watts,
61, is a Billing Admin Officer in BT Global Services. She has been in the same role for the last 12 years.

Says Liz: Although Im aware that the new regulations are coming in, Im already working at 61 and enjoying it. I had the opportunity to retire at 60 but as I like my job I dont wish to leave in the near future. Im in a very fortunate position

I feel very relaxed in my job. I sit in a lovely location looking out onto the Malvern Hills and Im only two minutes away from my home.

She adds: There is a diverse age group in my team and Im the eldest. We all work well together. No one takes any notice of age difference."

AGE POSITIVE

Part of the Department for Work and Pensions, Age Positive is a team responsible for strategy and policies to support people making decisions about working and retirement. The Age Positive campaign promotes the benefits of employing a mixed-age workforce that includes older and younger people. Age Positive encourages employers to make decisions about recruitment, training and retention that do not discriminate against someone because of their age

An Age Positive spokesperson said: Being positive about age is about building an effective workforce of different ages. Businesses of all sizes are reporting the benefits of employing an age-diverse workforce higher retention rates, lower absenteeism, increased motivation, greater flexibility and a wider pool of skills.

Employers can request updated free information about the age legislation, direct from the Age Partnership Group by calling 0845 715 2000 or by e-mailing apg@trgeuropeplc.com . Alternatively please visit: www.agepositive.gov.uk/agepartnershipgroup for further information