Want to keep on working? Here's how!
By Jayne Warren - 23/02/2009
Many thousands of people who had hoped to retire are now finding themselves needing to stay on at work – because their pensions have been hit so hard by the fall in the stock market and plummeting interest rates.
Currently employers have the right to enforce the ‘default retirement age’ – even if employees express a desire to keep on working. But new legislation is on the government’s programme and strong cross party support is coming from the House of Lords.
Their backing to stop discrimination against older workers in the UK was certainly ‘gingered up’ after the Employer’s Forum on Age sent a spoof ‘official notice of retirement’ letter to targeted members as part of their ongoing campaign to scrap the default retirement age (DRA).
The DRA is an exception to the general principle of non- discrimination on the grounds of age, allowing employers to operate a mandatory retirement age of 65. But in the House of Lords debate tabled by Baroness Greengross on January 13th, peers from all parties agreed that such discrimination against older workers was outdated - and could have harmful effects on the economy.
Influential peers such as Conservative front bench spokesman Lord de Mauley argued that in the current economic climate, retaining an experienced workforce was “essential” in keeping any company well run during more difficult times. And all the evidence suggests that unless the UK increases the labour market participation of older workers - traditionally those aged 50+ - then there will be a reduction in living standards for all.
Since October 2006, there has been a steady rise in the number of employers openly committed to scrapping the DRA, and they have seen excellent results already - thereby confounding the ageist prejudice that associates talent with youth. And the many benefits include reduced recruitment and training costs, increased loyalty and improved customer satisfaction.
National chain B&Q, who removed the retirement age in 1990, found that there was 39% less absenteeism, 58% less shrinkage, an improved perception of customer service - and an increase in the skills base of the staff.
The Co-operative Group found that without a retirement age employment policies and practices have been strengthened; the workforce emphasis is now on competence and ability, and the organisation’s ethical stance has been reinforced because employees were not being forced to leave simply because of their age.
Pub chain Wetherspoon scrapped the DRA largely to create employee stability - and in any case they already had employees over 65. They reported that “myths about high levels of sickness absence for employees over 65 were unfounded” and that customer perception had improved.
Marks and Spencers removed their retirement age in 2002 - predominately so they could retain highly effective customer sales advisers and because many employees approaching retirement age were expressing a desire to carry on working.
So on every level, all the arguments for removing retirement ages are compelling. The Government has pledged to look again at the DRA - but all those concerned with eradicating it agree that pressure needs to be maintained to put the legislation up the agenda - and make sure that it is not watered down, as it was last time, by the antediluvian attitudes of some employers organisations.
Age discrimination has no place in our society - and certainly not in the workplace.
For advice and information on employment issues, go to www.taen.org.uk or call 020 7843 1590.
Top ten tips to get you back to work
Many people find that they send off hundreds of CVs to get just a handful of interviews – if any at all. And even then, they sense that the person opposite is just going through the motions. Dispiriting stuff, but don’t give up yet. Career coach John Lees offers these top ten tips to anyone trying to get past the first few hurdles:
• Don’t draw attention to your age by giving emphasis to the year you started work, or by highlighting out of date terminology, organisation names or qualifications
• For the same reason, don’t refer to the ages of your adult children (they may be older than the person interviewing you!)
• It’s probably not useful to indicate the year you obtained your qualifications
• Make your CV focus on what you have achieved and what you have to offer, not on your age
• Include an email address. Employers often assume that older workers are not IT literate
• Remember that employers buy experience. Demonstrate how your know- how and maturity will be a benefit
• Don’t focus on the bad news stories. Look at the high proportion of men and women in your age group who do find work, and build on their success strategies
• Try not to reminisce (‘in my day…’). Talk about the future. Show flexibility and a willingness to learn
• Explore the possibilities of a portfolio career – a mix and match of part-time and freelance working
• Don’t apologise for your age or lack of recent relevant experience, and do not convey desperation