I sound a bit like I’ve gone into battle with the BBC at the moment, what with the ‘brick ceiling’ tribunals blog last week, and now one on the Miriam O’Reilly surprise age-discrimination case win.
But it really can’t pass without some commentary, surely.
The burning question now is whether this high profile case involving a huge organisation will actually bring about change in the industry.
It has, over generations, become standard practice to discriminate in the workplace around age. And, to accept it, indeed not even see it as discrimination, and to assume you’re not ready for certain positions until you’re of a “mature” age, just fuels the issue. Often, people accept that by a certain age, you’re no longer fit for paid work, and that while you occupy the lower or upper levels of the age range you will be fair game for receiving ‘harmless’ jokes about being ‘wet behind the ears’ or ‘drawing your pension’.
Age discrimination legislation has come about to challenge this status quo in the realms of recruitment, employment and retirement. It aims for equality across the ages.
These are some unhelpful terms, that are sadly embedded in British language and culture: “mature for their age”, “old codger”, and “having a senior moment”.
Tell us, how many of these have you heard at work? Or are there others? What will HR do about this in 2011, what action can or will be taken to create fair and equal working environments for all?
The equality experts at Muika Leadership have produced a Checklist for ensuring Equality in the Workplace and you are very welcome to click here, print out and pin up!
Karen Murphy
