Hello.

Regarding age and training, here's a different angle.

People may be interested in some experience I have recently had with a large 
public (quasi-public) organisation - Network Rail.  I was involved with the 
design and delivery of a modular leadership training programme for all 
managers - and it ran over an eighteen month period with around 15 managers 
per group, and a large number of groups.  They deliberately included all 
managers, and a number of these were aged 60 - 66 and close to retirement. 
The inclusion of all these people was greatly appreciated, both by the older 
participants themselves, and also by the other delegates.  Their presence, 
and accumulated knowledge and experience, enriched all the groups and this 
was often remarked upon in feedback.

JOHN McLELLAN.


----- Original Message ----- 
From: "Shelly Smith" <[log in to unmask]>
To: <[log in to unmask]>
Sent: Thursday, November 01, 2007 11:26 AM
Subject: Re: staff training and age


This is a complicated issue.  The advice from the Employers Forum on Age
is that you may be able to refuse to provide training/development for an
older worker if you can show that the institution would not get a return
on investment due to the proximity of the employee's retirement age and
that this would harm business/operations. Some words of caution with
this approach though:

- this would only apply if the training / development was significant in
terms of length and cost
- the institution would need to demonstrate that they expect and receive
return on investment for similar training provided to younger workers
- consider the issue of working beyond retirement age.  If employees are
generally working beyond retirement age then it would be very difficult
to prove the return on investment point.

Regards
Shelly

Shelly Smith
Senior Policy Officer
Equality Challenge Unit
7th Floor, Queens House
55/56 Lincoln's Inn Fields
London, WC2A 3LJ
Tel: 020 7438 1024
Fax: 020 7438 1011

E-mail: [log in to unmask]
Switchboard: 020 7438 1010

Web: http://www.ecu.ac.uk/

-----Original Message-----
From: HE Administrators equal opportunities list
[mailto:[log in to unmask]] On Behalf Of Kirsteen Coupar email
Sent: 01 November 2007 10:14
To: [log in to unmask]
Subject: staff training and age

I wondered if someone could clarify an issue on staff training and age
legislation for me.

Objective justifications for a time experience requirement in
recruitment
are mentioned, in that it seems to say : If an experience span or time
requirement is felt to be justified it should not normally be more than
five years as a maximum - which implies there can be objective
justifications.

For training, we are saying There must not be any age related bias in
selection of staff for training and developmental activities, unless
there
are statutory or professional requirements which meet the terms of the
legislation - but I have been queried by a member of staff on this,
saying
that if an objective justification for a time experience requirement can
be
made for recruitment, then shouldn't it be possible to consider the time
the member of staff has left in employment before retirement as a
justification for not offering some types of training.

I have responded stating that we cannot guarantee continued employment
for
any staff member when we offer them training - they could leave
immediately
after, so that I can't see this could be considered with reference to
retirement age, but must admit to being unsure as how to interpret this
in
practice. Can we really expect a School to fund an expensive course for
a
member of staff who has 1-2 years left before retirement and will have
little time to use the skills funded?

Any thoughts much appreciated.

Kirsteen

Kirsteen Coupar
Diversity Manager
Flat 19A, Aragon
Southwood Site
Avery Hill Campus
University of Greenwich
Eltham
London SE9 2UG