Mandatory retirement is a 'no no'

The latest Age, Pensions and Retirement: Attitudes and Expectations survey from people management experts the Chartered Institute of Personnel and Development (CIPD), shows that the majority of people do not consider a person's age relevant to their ability to do a good job. Sixty per cent believe that skills and personality are the critical factors and fifty-nine per cent do not believe there should be a mandatory retirement age.
Twenty per cent of those surveyed said that they had been discouraged from applying for a job as the recruitment advert in some way communicated an age restriction. Two in five felt that they had been discriminated against, with age being the number one reason for the discrimination (35% of those who feel they have been discriminated against, compared with 14% for gender, 26% for education and background, 5% for disability and 2% for race).
44% of people said they would like to continue working for their current employer past their mandatory retirement age - rising to 51% of the over 50s. Eighty seven per cent of the retired respondents did not have any form of paid employment - reflecting current retirement patterns, which see the majority of people moving from full time working into full time retirement overnight - with nothing in-between.
The CIPD is urging organisations to become more progressive in their approach to the employment of older workers. The Institute believes that a mandatory retirement age is now nonsense. Dianah Worman, CIPD Adviser on Diversity says: Organisations are failing to access the talent and experience of mature and experienced workers. Some organisations still seem to think that older workers are 'past it' and are stereotyping what the over 50s can and can't do.
Given that the average age of the workforce is increasing because of population changes, employers need to provide themselves and older workers with more flexibility and choice over the length of working lives. It is in all our interests to do this
We know that older workers are often keen to be flexible in the last few years of their working lives and organisations should be looking to tap into their talent, skills and experience.
The survey also shows that 42% of those surveyed think that their organisation is working to encourage the employment of older workers. Says Worman: This shows we are moving in the right direction. If more organisations can think creatively about the employment and retention of older workers by, for example, bringing in flexible or phased retirement, part-time working or job sharing, we will have given a kick start to the achievement of real progress.