Age is an emotive subject, it is personal to us all and we all feel differently about what it is and what it means. Some people long to be young again, some find fulfilment in work and others look forward to retirement to have time to do what they want to do and not be driven by the employment clock.
However, much of the recent legislative developments have focussed on later life. That undoubtedly has to do with an aging population with better prospects of enjoying a longer life and the pressures that puts on pensions and the provisions we have made for our eventual retirement. The scrapping of the default retirement age has certainly allowed older employees to continue in work which helps financially, but that freedom comes at a price at the other end of the age scale.
Working longer may be something that we will all benefit from, but in a static or even shrinking job market it means younger people can’t get on the first rung on the employment ladder. It is those same young people on whom we will also rely to provide the tax revenues to pay for the state and public sector pensions.
The market will correct itself over time but there needs to be a balance.
Age equality legislation is about discrimination based on age but it is perhaps less important when striking that balance. That balance needs to be struck in terms of life chances. When you can’t get on the first rung of employment because of the economic climate and a change in how we perceive equality then employers should not discriminate because of the lack of experience or of previous employment. That is the balance that needs to be made…an equal chance.
