From Ageism to Age Equality: Addressing the Challenges ...

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Just 4 per cent of respondents aged fifty years and over reported direct experience of agediscrimination in employment. Women aged 50-69 years were most likely to report this; 6 per centof this group felt they had been discriminated against by employers.More broadly, 9 per cent of all respondents reported that a friend or family member had beensubjected to employment ageism (discrimination in treatment solely because of their age). Of allinstances of age discrimination reported, 22 per cent related to promotion, 19 per cent toredundancy/enforced retirement and 20 per cent to recruitment (Table 10).Table 10: Forms of employment discrimination against older friends and relatives reportedby respondentsForms of discriminationDidn’t get promotion 22%Refused a job 20%Forced to retire/made redundant 19%Employer has a poor attitude to older people 16%Didn’t get training 3%24Other 19%The majority of respondents (60 per cent) within all age groups, except the 70+ years group, knewthat age discrimination in recruitment was illegal (Table 11). It is noteworthy that 21 per cent ofrespondents were against such legislation and a third of these were strongly against it.Table 11: Illegality of age discrimination in recruitment18-29 30-49 50-59 60-69 70+ Allyears years years years yearsIllegal 63% 64% 55% 61% 41% 60%Legal 16% 14% 21% 12% 19% 16%It depends 4% 3% 6% 5% 7% 4%Don’t know 17% 19% 19% 22% 33% 20%Conference Proceedings
RetirementTable 12 indicates that only 20 per cent of respondents favoured discouraging workers over theretirement age from staying in employment while over 40 per cent favoured active encouragementto remain in employment after retirement age. It is noteworthy that while only 36 per cent of thoseaged under thirty favoured the latter approach, 55 per cent of those aged seventy years and overdid. Preferences did not vary with household income or education.Table 12: Views on encouraging/discouraging people over the retirement age to remain inpaid employment18-29 30-49 50-59 60-69 70+ Allyears years years years yearsShould be encouraged 36% 42% 45% 44% 55% 43%Should be discouraged 20% 17% 26% 20% 19% 20%Neither 42% 38% 25% 30% 21% 35%Don’t know 2% 3% 4% 6% 5% 3%Fixed retirement ages for particular categories of employee have been challenged in the courts inseveral countries in recent years and the appropriateness of a fixed retirement age is an issue that isfrequently discussed in the media. Table 13 indicates that 56 per cent of respondents were opposedto having a fixed retirement age with those aged under fifty being particularly likely to be opposed.This age group also had a slightly higher personal preference for early retirement (34 per centcompared to 31 per cent of the total population) (Table 14). People with higher levels of educationwere most likely to oppose mandatory retirement: 61 per cent of respondents whose highest level ofeducation was Leaving Certificate or higher compared to 52 per cent of those whose highest level ofeducation was Junior Certificate were opposed to mandatory retirement.25Table 13: Views on mandatory retirement18-29 30-49 50-59 60-69 70+ Allyears years years years yearsA fixed retirement age is unfair 60% 58% 49% 55% 54% 56%to older workers who may wishto keep working past retirementage and have the right to do soIt’s better to have a set age for 32% 32% 45% 39% 38% 35%everyone so people know wherethey are and can planOther 4% 8% 3% 4% 3% 5%Don’t know 4% 2% 3% 2% 5% 3%From Ageism to Age Equality: Addressing the Challenges
Page 1 and 2: From Ageism to Age Equality:Address
Page 5 and 6: Introduction1
Page 7 and 8: Presentations in the Final Session
Page 9: membership of the Traveller communi
Page 12 and 13: Opening Address (1)Karen Erwin, Cha
Page 14 and 15: Opening Address (2)Sylvia Meehan, B
Page 16 and 17: What is Ageism?Loretta Crawley,Scho
Page 18 and 19: Marginalisation is very often the r
Page 20 and 21: Ageism and Attitudes toOlder People
Page 22 and 23: Table 2: Perceptions of how one is
Page 24 and 25: Fear of crime was identified by ove
Page 26 and 27: Table 7: Forms of less favourable t
Page 30 and 31: Table 14: Personal preferences for
Page 32 and 33: Attitudes Towards Older PeopleTable
Page 34 and 35: Table 18: Responses to Scenario Two
Page 36 and 37: Overall, the data suggests a need a
Page 38 and 39: Postal Survey of AttitudesWe conduc
Page 40 and 41: administration and management perso
Page 42 and 43: Screening and Preventative Services
Page 44 and 45: ConclusionsThe broad aim of health
Page 46 and 47: 42Conference Proceedings
Page 48 and 49: Rooting Out AgeDiscrimination in th
Page 50 and 51: Training EventsTraining events on a
Page 52 and 53: Guide to Auditing Age Discriminatio
Page 54 and 55: Effective Involvement of Older Peop
Page 56 and 57: Combating Age Discrimination 9Liste
Page 58 and 59: 54Conference Proceedings
Page 60 and 61: The Status of Age Equality andNon-D
Page 62 and 63: equired to have adopted the two Dir
Page 64 and 65: necessary to promote awareness of i
Page 66 and 67: Implementing Equality forOlder Peop
Page 68 and 69: Provision of Goods, Services, Educa
Page 70 and 71: Such an exercise, often quite simpl
Page 72 and 73: developed as an integral part of eq
Page 74 and 75: Older people who internalise pejora
Page 76 and 77: When considering the implementation
Page 78 and 79:
Richard BakerRichard chairs the ant
Page 80 and 81:
Síle O’ConnorSíle O’Connor ha
Page 82 and 83:
NCAOPThe National Council on Ageing
Page 84:
The Equality AuthorityThe Equality
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