How charities are tackling ageism

A raft of charities in recent years have made commitments to tackle discrimination across their organisations, in particular combating racism and sexism.

 

But ageism, where recruiters are failing to hire or promote those over 50, is another challenge charities need to address as part of their pledges to being equitable employers promoting diversity.

 

With an ageing population combating this form of discrimination is particularly important, with people retiring later and working for longer.

 

Also, workplace adjustments should be made as part of this commitment, such as offering flexible working hours and removing accessibility barriers in workplaces.

 

Action is taking place to encourage more employees to recruit and better support their older workforce, with charities including the RSPCA and Versus Arthritis among employers from a range of sectors signing up to an ‘age friendly workplace pledge’.

 

Here we look in detail at the pledge, why it is important given demographic changes, and some of the ways charities can tackle ageism to support all their staff no matter what their age.

 

 

The UK’s ageing population

 

A look at latest demographic figures shows the importance for charities in ensuring they are improving their recruitment and support of older workers. According to figures for England and Wales in the 2021 Census there were 11m older people that year, aged 65 or older.

 

This is 18.6% of the total population, a massive increase in just a decade on the 16.4% of the population in this age bracket in 2011 Over this period the average median age rose from 39 years to 40 years “reflecting the changing age structure of the population”, said the Office of National Statistics.

 

Older workforces are particularly prevalent in the charity sector. According to sector body the NCVO civil society has the oldest workforce compared to the public and private sector, with one in four staff aged 50 and above.

 

The ONS quotes 75-year-old Joan Robertshaw who highlights how the working population is getting older.

 

“Health-wise, I have the odd ache and pain, but I don’t feel old. Inside I am still me,” said Joan.

 

Controversially the state pension is also increasing to reflect this trend and highlighting how people will be working for longer. Under current plans the UK state pension age of 66 is set to rise to 67 within five years and to 68 by 2046.

 

 

The age friendly employer pledge

 

The pledge has been organised by the charity Centre for Ageing Better and puts forward a raft of measures charities and other employers can take to support their older workforce.

 

More than 100 employers, including charities such as RSPCA, Age UK, Versus Arthritis and Change, Grow, Live, have signed up.

 

Also signing are government departments HM Treasury and the Department of Work and Pensions.

 

Signatories can show to candidates that they recognise the importance and value of older workers and are committed to improving work for people in their 50s and 60s, according to the Centre. It adds that the pledge also shows employers’ commitment to a “multigenerational workforce”.

 

“Employers can show that they are singing from the same hymn sheet as the government by taking action to create a more supportive and attractive work environment for the recruitment, retention and training of older workers by signing up to our Age-friendly Employer Pledge,” said Centre for Ageing Better’s Deputy Director For Work Emily Andrews. 

 

 

 

Top tip to tackling ageism at work

 

Measures the pledge recommends signatories carry out include:

• Appointing an age inclusion champion in the workplace and o publicly state backing for the pledge
• Ensure that age is specifically named within equality, diversity and inclusion policies
• Improve recruitment and retention of over 50s through creating an ‘age friendly culture, offering flexible working arrangements, encourage career development for all ages and ensuring employees’ health is being supported Flexible work is important as it helps older employees to better manage their health and caring responsibilities
• Making job adverts more appealing to workers of all ages by avoiding terms like “recent graduate”
• Provide workers in their 40s and 50s with mid-life MOT sessions where they can discuss issues such as how the workplace can be improved to meet their needs

Signatures should commit to undertake at least one of the above actions at least annually and report back on its achievements.

 

In addition, the Centre for Ageing Better recommends charities harness the power of data to find out “where the biggest challenges” to tackling Ageism are. This should include monitoring the age of staff when joining, leaving and their reasons for exiting the charity.

 

Charities are also urged to “have open conversations about menopause at work” and provide training to staff of all ages around the effect of menopause and how they can be managed.