Age Discrimination in the Labour Market BSL catalogue

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National Seniors Productive Ageing Centre 2013, The National Seniors Productive Ageing Centre NSPAC owns copyright in this. work Apart from any use permitted under the Copyright Act 1968 the work may be. reproduced in whole or in part for study or training purposes subject to the inclusion. of an acknowledgement of the source Reproduction for commercial use or sale. requires written permission from NSPAC While all care has been taken in preparing. this publication the NSPAC expressly disclaims any liability for any damage from the. use of the material contained in this publication and will not be responsible for any. loss howsoever arising from use or reliance on this material. Publisher NSPAC ABN 81 101 126 587 ISBN 978 0 9874598 7 9. The Australian Government accepts no responsibility for the accuracy or completeness. of any material contained herein and recommends that users exercise their own skill. and care with respect to its use, The material in this report may include views or recommendations of other parties. which do not necessarily reflect the views of the Australian Government or indicate its. commitment to a particular course of action, A reference to a particular person organisation product or service in any part of this. Report in no way implies any form of endorsement by the Australian Government of. that person organisation product or service, The Australian Government disclaims to the extent permitted by law all liability for. claims losses expenses damages and costs the user may incur as a result of or. associated with the use of the information contained herein for any reason whatever. Age Discrimination in the,Labour Market,Experiences and Perceptions of.
Mature Age Australians, Age Discrimination in the Labour Market Experiences and Perceptions of Mature Age Australians. There are numerous social and economic benefits to mature age people remaining in. employment for as long as they are willing to continue working One persistent barrier. to mature age employment is age discrimination Despite the skills experience and. mentoring abilities that mature age people can bring to workplaces age discrimination. unfortunately remains an obstacle to many senior Australians being able to work Age. discrimination can be direct such as a person being told they are too old for a job or. can present in far more subtle ways, This National Seniors Productive Ageing Centre research report Age Discrimination in. the Labour Market Experiences and Perceptions of Mature Age Australians seeks to. measure the prevalence of work related age discrimination in Australia from a nationwide. survey of people aged 45 74 years, The report finds that more indirect forms of age discrimination are particularly prevalent. These include people experiencing various types of exclusions in the workplace or in the. job search process that they attribute to age Perceptions of age discrimination as an. issue are high with five in six mature age job seekers agreeing it is an issue while looking. for a job in Australia Worryingly many mature age people report that employers thinking. they are too old is a reason for them not looking for work Also of concern is that people. with fragile links to the workforce such as those with health issues and the very long. term unemployed have the highest experiences of age discrimination. Barriers to mature age employment have been detailed previously in research conducted. by the National Seniors Productive Ageing Centre for the Australian Government s. Consultative Forum on Mature Age Participation Further research focusing on specific. barriers will remain a priority in the future,Dr Tim Adair. National Seniors Productive Ageing Centre,Productive Ageing Centre.
Acknowledgements, The authors of this report are Dr Tim Adair Dr Jeromey Temple Lea Ortega and Dr Ruth. Williams of the National Seniors Productive Ageing Centre NSPAC Professor Philip Taylor of. Monash University Thoa Menyen of NSPAC and Emma Lourey of NSPAC provided valuable. comments throughout the development of the report, The 2011 12 Barriers to Employment for Mature Age Australians Survey data used in this. report was collected as part of the research conducted by NSPAC for the Consultative Forum. on Mature Age Participation The Department of Education Employment and Workplace. Relations DEEWR funded the survey and the research conducted by NSPAC for the Forum. NSPAC acknowledges DEEWR s permission to use the survey data for this report. National Seniors Australia and the National Seniors Productive Ageing Centre gratefully. acknowledge the financial and other support provided by the Department of Health and Ageing. to the National Seniors Productive Ageing Centre project. Age Discrimination in the Labour Market Experiences and Perceptions of Mature Age Australians. Executive Summary, Increasing mature age employment participation can have benefits for Australian workplaces. the Australian economy and for mature age people themselves However discrimination against. workers or job seekers on the basis of their age is a potential barrier to mature age people. utilising their skills and experience in the workplace This study explores the experiences and. perceptions of age discrimination in the Australian labour market using findings from a nationally. representative survey of people aged 45 74 years undertaken in 2011 12. The results reveal that 16 of people in the labour market have been directly told they are. too old for a job most commonly by a family member or friend However it is the more subtle. forms of age discrimination that are particularly prevalent Discrimination in the form of exclusion. during the job search process which is attributed to age has been experienced by 36 of job. seekers Further age attributed exclusion in the workplace has been experienced by 13 of. people These forms of age discrimination have adversely affected the desire of a significant. number of people to work or work more hours, Perceptions of age discrimination as a labour market issue were very common amongst. mature age people Five in six job seekers agreed that age discrimination was a problem. during the job search process in Australia while 67 of workers agreed it was a problem. in the workplace These negative perceptions also affected workforce participation 31 of. retired people cited that being considered too old by employers is an important reason for them. being retired and about half of discouraged workers said it is an important reason for them. not looking for work Certain population groups were more likely than others to experience or. perceive age discrimination namely those not employed but not retired low income earners. people with an illness or injury and for age attributed job search exclusion people aged 55 64. years Age discrimination also interacts with other barriers such as health problems and very. long term unemployment, This study has considered a range of measures of age discrimination including the more.
subtle forms from the perspective of mature age people There are limitations to viewing age. discrimination only from this perspective and other evidence finds employers have positive. sentiments towards mature age workers However the significant numbers of mature age. people reporting that different forms of age discrimination affected their desire to work or work. more hours demonstrate that it is acting as a barrier to their employment participation. Productive Ageing Centre,Foreword ii,Executive Summary iv. Introduction 1,Data and Methods 4, Barriers to Employment for Mature Age Australians Survey 4. How is age discrimination measured 4,Directly being told you are too old for a job 6. Age discrimination in the form of exclusion workplace 7. Age discrimination in the form of exclusion job search 10. What are the perceptions of age discrimination as an issue in Australia 13. Number of age discriminations experienced or perceived 16. Discussion 19,References 21,Appendix 23,Age Discrimination. in the Labour Market,Experiences and Perceptions,of Mature Age Australians.
Introduction, The major demographic change in Australia caused by the large cohort of baby boomers. reaching the traditional age of retirement has significant implications for the labour market. The greater labour market involvement of mature age Australians can enhance workplaces. with additional skills experiences and mentoring abilities while also providing income support. for individuals standard of living and quality of life AHRC 2012 Further increasing mature. age employment participation can help the Australian economy by generating additional. Government revenue and reducing the reliance of many older people on transfer payments. such as the Age Pension,Productive Ageing Centre, A potential barrier to mature age employment is age discrimination which is defined by the. Australian Human Rights Commission as when a person is treated less favourably than. another person in a similar situation because of their age AHRC 2013 Age discrimination. in the workplace and during the job search process can lead to mature age unemployment. and early retirement adversely affecting individuals and their families This disadvantage. extends to businesses and the economy which do not benefit from the skills and experience. of discouraged older workers Ranzijn Carson Winefield Price 2006 Age discrimination. stems from negative stereotypes towards older people in the broader community and has been. acknowledged widely in Australia and internationally Encel 2000 Mountford 2011 Wilkins. Warren Hahn Houng 2011 In recent years there has been greater recognition of the. importance of age discrimination with the passing of the 2004 Age Discrimination Act which. aimed to protect people from being unfairly treated because of their age in the workplace. during education or while accessing goods and services AHRC 2010. A number of manifestations of age discrimination have been identified both in the workplace. and during the recruitment process Direct age discrimination can occur when an older person. is told directly that they are too old for a job However indirect discrimination can be more. common such as when employers use language describing older workers and job applicants. as being unable to fit into the current work team being overqualified lacking up to date skills. being slow or unwilling to learn or having health or fitness concerns even though these are not. the major requirements for carrying out the role AHRC 2013 CDAA 2010. In the workplace age discrimination can affect mature age workers in a number of ways. for example by being denied promotions not being provided with education and training. opportunities given lesser responsibilities denied flexible working conditions for their health. physical needs or being forced to retire In particular lack of training opportunities can adversely. affect mature age people who may need to keep their skills up to date to continue working. However evidence shows that mature age workers are less likely to receive assistance such. as training from their employers EERA 2006 McNair Flynn Owen Humphreys Woodfield. 2004 Wright 2012, During recruitment language used such as dynamic workers and references to young. industries can discourage qualified mature age people from applying for positions Wood. Wilkinson Harcourt 2008 There is significant evidence of these practices in the information. and communications technology finance insurance and retailing industries ACS 2010. Gringart Helmes 2001 Metcalf Meadows 2010 During a Western Australian study. fictitious resumes were mailed to 452 companies in different industries and found that younger. applicants received more positive reviews than older applicants Gringart Helmes 2001. Other studies have found that recruitment agencies which are increasingly used during the. job search process are reluctant to accept older workers as clients or recommend them. to employers Encel Studencki 2004 NSW MACA 2009 Another Australian study also. indicated that many recruitment providers had a poor understanding of the implications of. population ageing for future labour supply growth Ranzijn Carson Winefield 2002. Past studies have used a range of methods to measure the prevalence of age discrimination. The Household Income and Labour Dynamics in Australia HILDA survey revealed that 4 of. employees had experienced age related workplace discrimination in the last 2 years Wilkins. et al 2011 A survey of 500 workers revealed that the most common forms of age related. Age Discrimination in the Labour Market Experiences and Perceptions of Mature Age Australians. discrimination were being made redundant or laid off before others inflexibility because of. health physical needs and being verbally discriminated against Wright 2012 HILDA results. also showed that of people aged 55 who unsuccessfully applied for a job age was the most. common reason given for not being successful 6 moreso than ethnicity religion or parenting. responsibilities Wilkins et al 2011 Further 22 of people aged 55 reported any discrimination. as a reason for being unsuccessful in applying for a job compared with 10 or less for people. aged 15 44 years Other research found that more than half of older workers and job seekers. have cited age as their major barrier to finding employment Encel Studencki 2004. Less is known about socio economic differences in age discrimination within Australia A study. Age Discrimination in the Labour Market Experiences and Perceptions of Mature Age Australians GPO Box 461 Melbourne VIC 3001 P 03 9650 6144 F 03 9650 9344 E info productiveageing com au W www productiveageing com au June 2013

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