How To Benefit From a Mixed Age Workforce

Denis Palmer, a Business Link for London adviser, discusses the advantages employers can gain from a mixed-age workforce.

On 1 October 2006, new legislation will be enforced banning age discrimination against employees and job applicants. The introduction of the law will ensure that people are no longer denied employment, promotion and training opportunities purely because of their age, and the regulation applies to all employees under 65 at all levels, including contract workers.

There are many benefits in having a mixed-age workforce, such as having access to the skills and experience of a wider talent pool, and therefore the new legislation should be viewed as a positive move for business. However, it is essential that employers are familiar with changes to age legislation and demonstrate good practice around equality and diversity within their organisations.

To ensure age discrimination does not take place at recruitment and selection stages, employees in charge of the selection process must understand and adhere to good recruitment practice.

Your recruitment strategy should match the talent, skills and experience of the individual with business requirements, irrespective of age. When producing recruitment materials, don’t use age-related criteria and ensure language and visuals appeal to a wide age group.

It is also important to ensure an age positive retention strategy within the workplace. For example, do not bypass older employees for promotion or training, instead employees should be provided rewards and benefits based on their individual abilities.

As well as relevant incentives and rewards, training is important in reinforcing a positive attitude to age. Ensure any company-wide training programme takes into consideration that various age groups might have differing training needs.

For example, some over 50s may require help with office technology – something that the younger workforce often take for granted. Develop a plan that has a defined structure and outcomes and, most importantly, ensure that the new skills learnt are invested back into the business.

While training is essential for career development, which will in turn add value to your business, existing employee strengths should also be capitalised on. The over 50s are often more reliable, have a strong work ethic and are motivated to learn new skills.

Use them to mentor younger members of staff as they may have more transferable skills than those with less experience. Younger staff, particularly graduates tend to be more ambitious and willing to work hard to prove themselves.

Business Link for London is one of a number of organisations that can provide information and advice about recruitment and retention of a mixed-age workforce. Other useful organisations include:

· Ageworks - helps businesses profit from using older people for work

· ACAS - the UK’s leading specialists in employment legislation that prepare a free Equality and Diversity review and a report and training plan. Visit http://www.acas.org.uk/ for more information

· New Deal for Employers is a Government funded programme that helps people move from welfare into work, providing employers with access to candidates who are motivated and prepared to work

Communicate a positive attitude to age and encourage staff of all ages to apply for relevant promotion or career development opportunities. This in turn will create a happier workforce as staff will be assured that age is not a barrier to career progression.

An age positive strategy will boost morale and encourage employee loyalty resulting in lower turnover rates in your business.

Business Link for London and its business support partner organisations have a wealth of expertise and experience to guide you through the process of training employees and can direct you to specific services and resources in your area.

For further information on all aspects of financial and business planning, visit www.businesslink4london.com.