Recruitment set out what discrimination is, making sure
Recruitment – With the changes recruitment have been affected and this has meant big changes have had to be made to recruitment policy. Advertising for positions will now need to include better language that doesn’t show ageism, this means using non discriminating language, examples to AVOID would be ‘suitable for first job’, ‘young applicant or graduates’.
This will also need to be considered as discriminating against not only older employees but also the younger staff, with having no reference of age on application form, application form ; interview this will meet that requirement but also may cause issues with applicants and not getting the right calibre of candidates.
JD Wetherspoons have embraced the recruitment of older employees and have developed there own strategy in recruitment, they’ve got rid of age from the advertisements and emphasised its ‘more on skills rather than experience, having no age bracket meant it opened up to older employees with our oldest 75’ (HR International Digest, 2007) Awareness – its vital staff are aware of the changes, with so many changes it may mean that confusion is caused for staff & mistakes are made.
HR will be responsible along side managers on making sure that staff know the rules and what discrimination is defined as, providing information to staff will be the role of HR. Discrimination – HR will need to set out what discrimination is, making sure that staff are aware of all ways in which it can affect staff as there are many forms of discrimination. It could be verbally, physically, threatening behaviour and also employees could be doing it without even realising.
HR Policy – A new HR policy will need to be produced documenting all the changes, this will need to be distributed to staff and made available. A set of disciplinary actions will also need to be included with this to make sure staff the outcomes of any unwanted behaviour. Desire to keep working – More employees are looking to stay on past retirement age whether it be because they want to carry on for passion of the job, money requirements & the need to stay active.
Keeping an employee past retirement age could give them the feeling of being wanted & a valued member of the staff, this could help with not their morale but also be reflected in the younger staff. Staying Active – Employees could keep themselves both physically & mentally active by continuing to work, the example of Sylvester is perfect as not only does him running for the bus when travelling to work but generating ideas & thoughts for taking the business forward keeps him mentally stimulated.
Sylvester is a really interesting character that would be of benefit to many organisations just through his sheer exuberance and enthusiasm. It can be seen that he really enjoys his job and the results of the business have shown that. He has been beneficial through his creativeness and experience and can draw upon his knowledge and contacts to help the business improve.
Career – Other workers will look at retirement as an opportunity to change their career, many see an opportunity to carry on working but doing something else part time that there passionate about & enjoy doing, this will be reflected in there work. Minders keepers is a good example of this, with Sue & Pete, retiring they were finding it hard to keep themselves occupied, the opportunity to do something different by looking after other peoples homes while they’re away is something they’ve both enjoyed and has seemed to give them a new lease of life.
Standard of life – It’s a concern for employees that when they get to retirement age they wont be able to keep up there standard of living, having the opportunity to still have the yearly holiday, the new car ; the other expenses they’ve become custom to. Resentment – With individuals having to carry on working the possibility of resentment towards the employer might occur, they could feel forced to work & this could be reflected in the work.
Morale will be affected with resentment with staff feeling they want to do something else or wanting to work for the company. Working at that age may affect employee’s health, although older employees are less likely to ‘pull a sickie’, there more likely to have a long term illness and be of work for a prolonged period of time. Maureen in the Bus Pass workaholics was unable to work for a sustained period of time and found it particularly hard to get back on her feet. This led to financial problems and stress getting back to work.
Working in retirement may mean that employees are having to learn new skills or go into a new job role, this might not be something there wanting to do but because employees will be looking for development they will be treated like other employees and expected to learn new skills and develop them. It might also mean them taking a step back which again might make them feel resentment as only a short time ago they were in a higher position most likely with more authority.
There are always going to be teething issues when implementing new policies within an organisation. Management should not expect solutions overnight, it’s important that monitoring plays its part and continuous reviewing will not only make sure the requirements are met, but also could generate new ideas to develop. In the future the development of these changes will mean older employees within organisations; although this is going to have it positives and negatives ultimately it’s up to the organisations to make this there advantage.