Dáil debates

Tuesday, 17 January 2017

Topical Issue Debate

Workplace Discrimination

8:45 pm

Photo of Tom NevilleTom Neville (Limerick County, Fine Gael)
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This matter arises from a discussion on Wired FM in Limerick last year. A number of volunteers came together to run a radio show for the over-55s. We often debate health issues concerning the elderly, which is both warranted and welcome. The other side, however, concerns the employment of healthy elderly people and how they can contribute more to the economy and society in general.

I worked as a recruitment consultant for many years and it was articulated to me by many potential candidates that they saw age as a barrier to a number of positions. I wanted, therefore, to highlight that issue in the light of some of the evidence from my researches. The Positive Ageing 2016 national report shows that for those in the 50-plus age category, the employment rate is 63%. The employment rate is continuing to rise, which is very welcome. We are currently 2% to 3% away from full employment at this stage.

A total of 2.3% of people in the 55 to 64 year age group are in formal education, while the figure for the 50-plus group is 8%. Of the 50-plus bracket, 7.1% see themselves as being lonely. The report also indicates that 45% of that cohort - almost half - feel they are discriminated against in the workforce. In 2004, 33% of the 50-plus age group felt they were discriminated against in the workplace, while 82% felt they were discriminated against in seeking work. In 2014, the corresponding figures were 33% and 87% of those seeking work. While there may not be overt discrimination, there is a feeling of covert discrimination against the aged whether it is in seeking work or those who are already in the workforce. This matter needs to be debated more widely and brought out in the open.

The 65 plus age group in Ireland is rising faster than anywhere else in the European Union. By 2041, 1.3 million to 1.4 million people in this country will be over 65 years of age, which will be 20% to 25% of the total population. The over-80s will increase fourfold to 440,000 so this is an immediate issue.

Loneliness can also have a negative impact on mental health for the elderly and increase their risk of depression. We need to start formulating policies and examining procedures in order to involve the elderly more in the workforce. The number of elderly people in education and training should be increased. We should also examine intergenerational procedures by means which elderly people can give their experience back to others. People are often forced to leave the workforce, yet they do not want to do so. They leave with knowledge, skills and life experience that could be passed to a younger generation. There should be a formal process to allow that to happen. I am asking the Minister to explore such initiatives, as well as opening up the debate on perceived discrimination against elderly people in the workforce. Given that our age demographic is increasing, how will we combat discrimination in order to increase the economic productivity of the elderly. That would give something back to society while creating new economic opportunities.

Photo of Mary Mitchell O'ConnorMary Mitchell O'Connor (Dún Laoghaire, Fine Gael)
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I thank the Deputy for raising this matter. He should note that policy responsibility for equality legislation, which covers discrimination on various grounds including age, rests with my colleague, the Tánaiste and Minister for Justice and Equality.

We have robust equality legislation in Ireland which protects people from discrimination on a range of grounds, including age. The relevant Acts protect prospective employees at the recruitment stage. Both direct and indirect discrimination are prohibited throughout employment. Ireland’s body of employment and equality legislation, including the Employment Equality Acts 1998 to 2011, protects all persons legally employed in Ireland on an employer-employee basis, and provides robust safeguards for employees. Under the terms of the Workplace Relations Act 2015, the Workplace Relations Commission, WRC, is mandated to mediate and adjudicate on cases taken by complainants to enforce their rights under employment, equality and industrial relations legislation. The Irish Human Rights and Equality Commission, which comes within the remit of the Tánaiste and Minister for Justice and Equality, can provide advice and assistance to individuals who consider that they have been discriminated against, including on the age ground. The commission can also provide practical assistance and advice on how to take a claim under the Employment Equality Acts.

On training and upskilling in the context of employment, the Department of Education and Skills and its further education and training authority, Solas, aim to ensure further education and training is inclusive and recognises that all citizens have the potential to develop their skill sets if afforded the opportunity and support to do so. Furthermore, the Department of Public Expenditure and Reform produced a report in August 2016, Fuller Working Lives, which identifies a set of framework principles to underpin policy in this area and which makes various recommendations which will be implemented by the relevant Departments. My Department has asked the WRC to prepare a draft code of practice to set out best industrial relations practice in managing the engagement between employers and employees in the run-up to retirement.

Photo of Tom NevilleTom Neville (Limerick County, Fine Gael)
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I thank the Minister for her reply. In my opinion, there needs to be a cultural shift in respect of employing senior citizens, including those with experience who have been obliged to leave the workforce. Sometimes contracts are not renewed at the age of 65 years and pensions do not start until age 66; therefore, what can people do for that year? We should promote a positive perception and image of older people in the workforce. I welcome the Minister's answer in that regard.

As highlighted in the national positive ageing strategy, flexible retirement arrangements in the work environment can be adapted to the needs of all generations. Continuous education and training are important, as is the promotion of positive images of older people showing that they can contribute.

We can facilitate people of great experience who have left the workforce and who may not be able to contribute to it directly but who may be able to contribute through training and handing over that experience to younger generations that would be able to compete. This is about giving people that better competitive advantage within the economy to compete for higher positions given their training at university or in their initial jobs. It is also about the fact that these people could hand over or disseminate some of their life experience to younger people and enhance that competitiveness. That is what we are looking for in our growing economy. I welcome the Minister's reply. I reiterate that this is a positive move on an issue that has arisen because of our ageing population. We are living longer. Obviously, the economy continues to improve on foot of the policies that have been implemented by the Government. I would like to see more done in this area.

8:55 pm

Photo of Mary Mitchell O'ConnorMary Mitchell O'Connor (Dún Laoghaire, Fine Gael)
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I welcome this debate. I heard the Deputy very clearly when he spoke about those over 50, 45% of whom felt discriminated against. A worse statistic was the 87% of respondents in one of the reports the Deputy cited who were looking for work. The Deputy mentioned the word "covert" and I have heard about it myself. We need as a society to recognise the valuable contribution our mature students and citizens have and their depth of experience. In January 2016, the Government agreed to the establishment of a working group to consider policy around the retirement age. The establishment of the group came in light of the fact that people are now living longer, more active and healthier lives. Ireland should be a society which explores the opportunities associated with longer and fuller working lives. To that end, a shift in cultural norms around the retirement age is needed on all sides. In a positive ageing environment, workers should be facilitated to the greatest extent possible with the option to work beyond normal retirement age. The report recognises the fact that appropriate training and other supports for older workers may be needed to enable them to remain active participants in the labour market. The State, employers and workers themselves have responsibilities in this area. The group has identified a set of framework principles and made a set of recommendations. As a follow-on to this work, my Department has asked the Workplace Relations Commission to prepare that draft code of practice to which I referred.