Survey of employers' policies, practices and preferences relating to age.

Autor/inn/en	Metcalf, Hilary; Meadows, Pamela
Institution	Great Britain. Department of Work and Pensions; Great Britain. Department of Trade and Industry
Titel	Survey of employers' policies, practices and preferences relating to age. Gefälligkeitsübersetzung: Ein Überblick über personalpolitische Poltik, Maßnahmen und Präferenzen bezüglich älterer Arbeitnehmer.
Quelle	London (2006), 226 S.; 465 KB PDF als Volltext kostenfreie Datei Link als defekt meldenVerfügbarkeit
Reihe	Research report / Department of Work an Pensions. 325; Employment relations research series. 49
Sprache	englisch
Dokumenttyp	online; gedruckt; Monographie
ISBN	1-84123-974-7
Schlagwörter	Einstellung (Psy); Einstellungsänderung; Gleichstellung; Älterer Arbeitnehmer; Altersversorgung; Betrieb; Bewerbung; Diskriminierung; Lohnfortzahlung; Lohnpolitik; Personalbeurteilung; Personalpolitik; Einstellungsänderung; Personalauswahl; Personaleinsatz; Vorruhestand; Forschungsbericht; Gleichstellung; Altersversorgung; Arbeitszeitflexibilität; Betriebliche Sozialleistung; Diskriminierung; Gleichstellungspolitik; Lohnfortzahlung; Lohnpolitik; Personalauswahl; Personalbeurteilung; Personaleinsatz; Personalpolitik; Vorruhestand; Altersteilzeit; Beruflicher Aufstieg; Berufsausstieg; Antidiskriminierungsgesetz; Arbeitszeitmodell; Bewerbung; Betriebliche Weiterbildung; Altersabhängigkeit; Bewerberauswahl; Forschungsbericht; Betrieb; Älterer Arbeitnehmer
Abstract	"The report provides findings from a quantitative survey of around 2000 employers in Great Britain, and was designed as a baseline to evaluate the effects of the forthcoming Employment Equality (Age) Regulations 2006. It provides information on practices relating to equal opportunities, pay and benefits, retirement, recruitment, appraisal, training, promotion and redundancy as well as attitudes and awareness. The main findings are: 72% of establishments had an Equal Opportunity policy and 56% had one which addressed age. Equal Opportunities training addressing age was only carried out in 19% of establishments. 5% of establishments had incremental pay scales with length of service increments extending over 5 years, and 15% had performance pay with no formal assessment process. These could be hazardous practices under the new legislation. 63% of establishments had a pension scheme and early retirement was provided for in 42% of establishments. 37% of establishments had a compulsory retirement age for at least some staff, and 57% had no compulsory retirement age. 6% of establishments should be affected by the introduction of the default retirement age of 65 (i.e. currently have a compulsory age below 65). If the default age were to be raised in the future, this would affect about one third of establishments. In recruitment, 6% of establishments used aged ranges in advertisements, recruiters were provided with age information in about half of cases and 49% of establishments had a maximum recruitment age. Performance appraisals were conducted in 68% of establishments, which could be an important safeguard against discrimination. Criteria for receipt of training included age (1%), time before retirement (8%), and potential length of service (8%). Promotion criteria included age (5%) and length of experience (70%). Compulsory redundancy criteria included age (12%), last in first out (28%) and length of service (40%). Voluntary redundancy criteria included age (5%) and length of service (11%). 66% of respondents were aware of the forthcoming legislation, with only 7% correctly stating the date of implementation. 30% of respondents had heard of the Age Positive campaign." Die Untersuchung enthält quantitative Daten. Forschungsmethode: empirisch-quantitativ; empirisch. Die Untersuchung bezieht sich auf den Zeitraum 2004 bis 2005. (author's abstract, IAB-Doku).
Erfasst von	Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg
Update	2007/3