Harnessing the skills of older people
By Tony Watts - Editor - 14/11/2007
Age discrimination is unique in the way that it will – at some point in our lives - affect every one of us. It’s just over a year since new regulations came into force in the UK, belatedly bringing us (albeit only in part) up to the way that the rest of Europe deals with retiring people from work.
In essence, we are all entitled to work until we are 65, but after that point it is (effectively) up to the employer whether or not they wish to respect the employee’s desire to carry on working. No reason has to be given for dispensing with their services.
A considerable number of test cases are currently proceeding through the Courts, which may (or may not) affect this. But meanwhile, some employers at least are putting into place enlightened policies that encourage those people over 65 with something positive to bring to the workplace to stay on.
One of those is BT. For a company that has, traditionally, encouraged early retirement in order to radically downsize the company, this is a huge shift in policy. But as Becky Mason, BT’s People and Policy Manager, the company recognizes that mixed age teams can deliver a better service to their customers.
“Bringing older and younger people together in a team leads to much more diverse solutions – and all our experience to date shows that they really enjoy working with each other,” she told me.
One of the options available to BT staff include flexible retirement, which enables people to gradually reduce their hours as they approach retirement and in December 2005 – over 80% of BT employees showed an intention on working past the age of 60.
“For us its about valuing people's contribution, skill and expertise regardless of their age,” she says. “We could no longer sustain a retirement age, which meant skills and expertise were leaving at a set age, whilst understanding changing business needs and wishes of our people. People do not suddenly become unable to do a job on a set retirement age. It doesn't make business sense not to retain loyal committed skilled employees if they want to stay on.”
So what exactly does BT look for in an employee? “Older people can offer their own perspective as individuals. They have a depth of knowledge and experience which we really value.”
To me one question remains unanswered: if a company with 80,000 staff recognizes the value of older people, why can’t other employers – and even Government departments?