How to Recognise Age Discrimination

Age discrimination was made illegal under the Equality Act of 2010, yet it still goes on in the workplace. A company is allowed to discriminate on the grounds of age only if they are direct about it and are able to give real evidence, for example if they are trying to hire from an age group which is seriously under-represented in their organisation.

When we hear the words 'age discrimination', we often think about those later on in their careers and perhaps nearing retirement age. It's worth remembering it can equally affect those just starting out, who might be considered too young and inexperienced. Whatever age bracket you fall into, this module is for you.

Age discrimination can take many forms, both direct and more subtle. A direct example would be your supervisor telling you you're 'too old' for a new training course. In some instances, direct discrimination can be justified. For example, a seventeen year-old might be barred from working on a building site because his employers have found that under-18s are statistically more likely to have an accident.

In other cases, the discrimination is harder to spot but you may suspect it's there. If you're of an older generation and are passed over for promotion because they think you'll retire in the next few years, that's discrimination. So too would be the case of a young person not considered for promotion because their company has a policy of only promoting post-graduates.

If you think you're being discriminated against because of your age, then the best thing you can do now is seek legal advice and consider taking action.