Equility Act

Recent survey conducted in July of this year found thatonly one in five employers were discussing ageing workforce strategically. Nearly a quarter (24%) admitted they were unprepared for growing number of older workers. Thus, under EQA 2010, although discrimination related to age is prohibited, there still remains perhaps indirect discrimination when it comes to older workers in a work force.

Also, one in five organisations also reported that age-related difficulties – such as older workers feeling uncomfortable working under younger managers and vice versa – were commonplace. However, only a third (33%) of employers said they provided age-diversity support and training for managers. Thus, the argument could be put forward that although theoretically age discrimination is prohibited, in reality occurences are common and perhaps more needs to be done with regards to these issues such as providing training and so on.

It is a difficult topic, but perhaps another point - that I have no research on - is perhaps with regards to the "accepted" times when age discrimination is okay. One being where the type of job demands that certain ages be chosen over another. For example a company mar argue that they did not hire a 50+ year old man for a job as it was physical and required young athletic people. However, at what age do we draw the line? If a 50+ year old man is capable then why does his age matter etc. These issues perhaps may need to be re-addressed as the EQA 2010 could be said to have "beaten around the bush" when it comes to the specifics of - not only age - but many of the protected characteristics.

This response is too socio-legal, and to be honest it is just socio-. We want black letter stuff on a law degree.