The 'William Fry Employment Report 2019: Age in the Workplace' examined an ageing workforce and mandatory retirement in Ireland.
Their survey showed that the mindset amongst the Irish workforce is changing when it comes to career longevity and anticipated retirement ages. 61% of those surveyed believe that they will have to work beyond the age of 66. 68% of respondents believe there is no upper age limit for customer-facing jobs. Conversely, only 32% of those surveyed would actually like to work beyond the age of 66, while 61% of respondents believe that older workers are inhibited by technological change
It found 53 percent of women stated their job has a retirement age, but only 44 percent of men said this was the case.
Some 58percemt of those aged 19 to 34 believe it's difficult for younger employees to manage older colleagues.
The research also found recruitment practises are "bias" towards hiring younger people for jobs but many employers have developed age-diverse policies.
The report also looked at what best practice is for hiring and retaining older workers. It found recruitment and promotion processes are particularly prone to age bias, whether conscious or unconscious. To avoid this employer should:
Their survey showed that the mindset amongst the Irish workforce is changing when it comes to career longevity and anticipated retirement ages. 61% of those surveyed believe that they will have to work beyond the age of 66. 68% of respondents believe there is no upper age limit for customer-facing jobs. Conversely, only 32% of those surveyed would actually like to work beyond the age of 66, while 61% of respondents believe that older workers are inhibited by technological change
It found 53 percent of women stated their job has a retirement age, but only 44 percent of men said this was the case.
Some 58percemt of those aged 19 to 34 believe it's difficult for younger employees to manage older colleagues.
The research also found recruitment practises are "bias" towards hiring younger people for jobs but many employers have developed age-diverse policies.
The report also looked at what best practice is for hiring and retaining older workers. It found recruitment and promotion processes are particularly prone to age bias, whether conscious or unconscious. To avoid this employer should:
- Ensure that recruitment material is age-neutral and non-discriminatory.
- Provide anti-bias training to internal recruiters and decision-makers.
- Aim for diversity amongst recruitment and decision-makers.
- Use objective assessment criteria when recruiting or promoting.
- Never base a decision to hire, not hire or promote on a candidate’s age (or any other discriminatory ground).
- Keep records of job interviews and promotion assessments.
- Specify the retirement age in operation where retirement age is required.
- Apply a set retirement age consistently.
- Implement a written policy on retirement age.
- Communicate the retirement policy to employees.
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