New research by the Chartered Institute of Personnel and Development (CIPD) sheds light on how well prepared employers are before the final phasing-out of the Default Retirement Age (DRA).

From October, employers will no longer be able to require employees to retire at a certain age, except in some limited circumstances, which will mean employers will need to ensure their performance-management systems and practices concentrate as much on older workers as the rest of their workforce.

Commenting on the findings of the ‘Focus on an Ageing Workforce’ survey, Diannah Worman, diversity advisor at the CIPD, said: “The survey shoots down the myth that workers’ ability to do their job suddenly declines after they hit 65. However, the survey does show that employers need to do more to provide reasonable adjustments for workers of all ages to enable them to carry on working in light of physical, or mental-health difficulties – or, indeed, caring responsibilities, either for children, or for an ageing spouse, or partner.”

Said Worman: “The survey finds too many older workers are currently neglected in the workplace when it comes to training and performance management, with some employers perhaps assuming older staff are nearing the end of their working lives and need less attention. . .

“Failure to address poor performance of older workers may also pave the way for discrimination claims following the phasing-out of the DRA if there is a dispute over capability. Employers should treat all employees fairly at work to ensure they get the best out of all staff, whatever their age.”

It is now a fact of employment life that the workforce is attaining a greater age. This brings with it increased experience and capabilities that need to be integrated into the company, balancing and compensating for the lesser experience of younger staff.

To avoid difficulties around discrimination and to maximise your key resource – your people – your training programmes should be developed to not only improve an individual’s performance, but to look at the workforce as a whole and how to gain synergy from all its components.