By Tony Hallett, 23 October 2003 15:35
NEWS Almost a third of employers have a policy in place addressing ageism at work and two-thirds of staff believe their organisation's board or senior management are committed to stop making personnel decisions using age as a criterion.
Those are some of the headline figures of new research into ageism, indicating a mixed working environment is inevitably a healthier one.
The study was conducted by Cranfield School of Management and shows progress is being made. It was commissioned by the Department for Work and Pensions as part of its Age Positive campaign.
Malcolm Wicks, Age Positive Minister, said in a statement: "Employers can only benefit from age positive policies. Having both [old and young] helps increase morale, improve productivity and reduce costs. The need to end ageism at work is becoming more urgent."
However, while the research shows attitudes moving in the right direction, it also shows the mountain still to be climbed. While 57 per cent of those surveyed said they avoid using age limits and age related words in job ads, that still implies up to 43 per cent don't. In some countries, age-related recruitment is illegal.
And while 55 per cent said they don't use age as a criterion for redundancy, it still shows a lot of companies do.
Legislation is coming in the UK to address this issue but it is still at least three years away.
Shaun Tyson, Professor of Human Resources at Cranfield, said developing a policy on age is the first step organisations must take.
Full details of Cranfield's 'This Age in the Workplace' study can be received through http://www.cranfield.ac.uk .
What is your experience? Is IT riddled with ageism? Or is that just not true? We'd like you tell us your views and stories by posting a Reader Comment below.
Comments
There are 16 comments. Join the discussion
1. anonymous
I was once turned down for a java position because I was 36 and the age limit was 35. I'm now 40 but keep right up to date the latest technologies because I've realised that IT is a fashion industry and you have to change with it. But I know people 10 years younger who don't know anything except the stuff they do in work.
What needs to happen is for IT Managers and recruitment agencies to be clued up enough about technology to be able to assess potential employees on what they know instead of assuming "sub 25 .NET, 25-30 Java, 30-40 client server, 40 plus Mainframe. The only skills shortage in the UK is in the agencies and managers offices between the ears of the people working there.
2. Darrin Salt
Do you think ageism in I.T. is to do with experience or the bottom line ?
Traditionally, people thought that younger I.T. staff were wizzkids - more able to grasp emerging technology and work faster than their older counterparts.
However, since the reduction or stagnation of I.T. industry salaries in the UK, I feel that ageism may be more related to saving pounds off the bottom line rather than a tactical decision. After all, it's easy to pay a 25 year-old 10k less per annum than a 45 year-old.
The "bottom line" seems to be prevalent in so many I.T. decisions but to apply this and then lose experience and stability which comes with age is shortsighted. Of course costs have to be controlled, but saving money in the short term in this way probably ends up costing more - for everyone.
3. anonymous
Its not really about age, its about money, why employ a 40/50 year old for a real salary, wehn youcan have a 20 something for a fraction.
Why emply a 40/50 year old who will say no to " we need to to work this weekend, again!) when you can emply a 20 something who is totally focused on building a career and will work all the hours possible.
Why emply a 40 something who wil probabley stay with the company for 10/15 years, when you can emply a 20/30 something who will be moving on in two or three years, it gives the employer much more flexibility.
It cannot be just age because I look at all the consultants and contractors and see many there who are in their 40s & 50s and still can get work.
or am I miisging something?
4. anonymous
Many people omit age information from their cv. In contrast, public authorities and other organisations that insist on using an application form, always require age information to be revealed. Should this be outlawed?
5. Mike Radford
As a 60 year old with a lifetime of experience in IT, the only way I can get a job is via friends. Although not being a job hopper my CV is extensive. Therefore the employer knows how old you are, and your salary expectations. Cost reductions will overcome experience.
6. Frank Smith
Yes, why should you have to show age?
I have had many calls re my CV ( no DOB on there) and as soon as I give my age, mometary silence then then a we'll call you back.
I wonder how many companies are denied good employees by recruitment company ageism?
7. Ade Oshin
Ageism!
Employers that discriminate based on age are simply clueless on what all matured individual will bring to an organization.
In the USA for instance, it is a serious offence to discriminate with regards to age.
In the other hands, are we saying it is okay to be old if you are the CEO, CIO of a Technology Company? There are so many good examples of successful Technological organization out there that are being led by very old people.
People need or employers need to think again and it is rightly so that Brussels has legislated against age discrimination.
8. Albert Bissember
I would like to say, that as an IT professional with over 35 years of experience as well as managing leading edge technology projects, every time I apply for a contract or perm position in the UK, the return question have been, our client likes your background, however, "we need your DOB information for our database to be used as the key field in accessing your information".
Of course I never heard back from those recruiting /consulting companies. If this is not age discrimination, then what is it?. It seems that corporations are not interested in extensive experience by older IT professionals in delivering successful projects.No wonder we have so many faled projects. You don't need that so call PMI or other PM qualifications by passing a test.
HANDS ON EXPERIENCE IS WHAT IT'S ALL ABOUT, GAINED FROM BEING IN THE TRENCHES maanging projects within many corporations. I say to senior managers, we senior ITt professionals would like to train your younger IT staff in how to manage successful projects, which is 25% tools and 75% hard earned experience
9. AnonymousAB
I have read the comments in response to the agism issue. Do let me say that to eliminate this issue, the Government and Professional IT Societies must do more by advising corporate management, as well as the recruitment/consulting companies they deal with should not continue their dicriminatory practices in regards to older IT professionals.
Corporations should be fined if they cannot show Governemnt that they have a certain percentage of over 50 IT professionals in their employment. The over 50 It professionals are no different than a Lawyer, Doctor, Educator etc. I would go a s far as saying that It professionals are required to retain a lot more information in their greg matter than any other professional.
10. anonymous
I first noticed the ageism in IT when I was in my early 30s. It is endemic and systemic.
Whilst I could write at length as to how I think it has come about and how it is perpetuated - my time is better spent on trying to find work!!
11. anonymous
Speaking as a fully competent near 50 year old IT professional, who in mid 2002 experienced redundancy when the then web/digital professional services company employer decided to close all UK operations and re-emigrate back to the US, the subsequent behavior displayed by just about every UK IT recruitment agency dealt with, demonstrated beyond doubt that ageism is alive, well and strongly kicking in that particular sector.
If UK plc continues to depend on and tolerate the behaviour of the IT recruitment sector in the way it does at present, then en masse it cannot avoid the charge of proliferating ageism.
12. Roger P Murphy
The concept of Ageism is one of the most insidious forms of prejudice still rampant in British culture.
With the demographic time-bomb already detonated, employers still cling to out-dated eighties ideas, that somehow "young people" are the only dynamic force in promoting the company image.
The irrational phraes of "you can't teach an old dog new tricks" is not only hackneyed but a derogatory term which implies anyone over 35 should be "put down".
One group of people who would benefit from ageist prejudice would be Chief Executives and Personnel Managers.
13. Ben Avery
Working in Recruitment myself, I too prefer that people include DOB on thier CV's due to certain positions being unsuitable for certain aged people.
For example, I have a large selection of CV's of personnel who are in their 60's and have very good reading CV's. However, on many occasions, Clients (not recruiting agencies) place age limits on certain positions due to physical conditions worked in etc. We deal with Oil & Gas Work in West Africa and in many cases, people of the more seasoned generation would find the going a lot tougher. Sometimes the younger generation struggle with the physical conditions!
On most occasions however, age is non-important to the position but is needed to check reference details with previous companies, medical certificate authenticity etc.
That's my excuse anyway!
14. Lizzie
There is clear evidence that ageism and discrimination are having devastating effects on the UK economy, with a cost of up to £31 billion per year.
This is the reality of any discrimination in the workforce. This shortfall is made up by taxes being increased etc...So for any selfish employers out there who recruit on the basis of age/race/gender...dont complain when your tax bill arrives - Its partly your own fault!
15. anonymous
Ben. Your response is a sorry story. There are no physical requirements as an Information Technology SME.
As a recruiter, you should know it's all about BENEFITS based on ones age.
Your job is to sell the SME to your clients, that's how you earn your income. I am yet to do physical work as an SME in IT, and that over 34 years working my way up from engineering from programmer/senior programmer,analyst/senior analyst, SE,team leader/PM, System Mgr/Director and Consultant.
16. AB
Excellent response. Agencies should be audited and struck off the employment services register. Also those companies engaging in this discriminatory practice should be fined and thier names be published in the local news.