Age is one of the protected characteristics under the Equality Act 2010. The Act aims to protect people from direct and indirect discrimination, harassment, and victimisation on the basis of a person's age. You can read more about the Equality Act here. On these pages you will find:
- Age Discrimination.
- Age Harassment.
- Age Profile at Warwick.
- Sources of Information and Support.
If you'd like to learn more about age and can't find what you need here, contact us and let us know.
The following are examples of the different types of age discrimination:
- An employer refuses to offer a job to a young candidate, even though the candidate has the skills and competencies required for it. The employer sees the position as one of authority and does not feel the young candidate will be respected or taken seriously because of his age. This is an example of direct discrimination.
- An employer insists that all candidates for a job have to meet a physical fitness test (that younger candidates can meet more easily) even though the fitness standard is not required for the job in question. This is indirect discrimination.
- An employee has been consistently passed over for promotion, and is not allowed to attend meetings unaccompanied, because she looks young for her age. Her manager, who is 10 years older than her, feels that she is too ‘wet behind the ears’ to be given more responsibility, despite the fact that she has the right qualifications and five years’ experience in her role. This is an example of direct discrimination.
- A general work culture appears to tolerate people telling ageist jokes, bullying or name calling. This could count as harassment on the grounds of age. Harassment is a form of direct discrimination.
- As one of its requirements, a job advert lists 10 years’ experience in a relevant field, when two or three years’ experience would be adequate for the job. This could be seen as indirect discrimination
- Other service conditions.
- Being considered 'too young' or 'too old' for promotion or more responsibilities.
Staff may be harassed on the grounds of their age by making derogatory remarks or assumptions about their ability or competence or by pressuring them to retire. All staff, regardless of their age, should have the opportunity to discuss their future plans with their line manager at least once per year as part of the PDR.
The majority of Warwick's Staff are aged between 25 and 55.
|Age Group||Warwick||Sector Average|
|26 - 35||25.6%||25.3%|
|36 - 45||26.7%||26.5%|
|46 - 55||25.1%||25.1%|
|56 - 65||16%||15%|
The statistics and infographic above are from our Equality Monitoring Annual Report, which you can find on the Data and Reports webpage.
You can find more data on ageing on the Office for National Statistics website.
Since 1st October 2011, it is no longer legal to maintain a default retirement age and therefore in line with the law the University does not operate a default retirement age.
Those staff wishing to retire will need to do so by indicating this in writing, giving their normal contractual notice period. For specific pensions enquiries, please visit the pensions website.
You may also be interested in:
Data and Reports - including the Equality Monitoring Annual Report presenting an age profile of the University