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Fighting for the rights of Seniors everywhere

Worldwide Picture

It is hard to believe that here in the UK there are three million less males in the workforce today than there were thirty years ago. This in an age when we are greater in number, living longer and staying fitter. The figures for women are scarcely changed which would indicate that they are not considered as much a threat and probably because traditionally, women have a tendency to work short-time and part-time.

An added factor is that the traditional 'job for life' attitude is changing. In the future all of us will have to plan our careers differently, in fact we may have to consider two or even three different careers packed into a 50 year workspan. The traditional ways of work that we have always known are coming to an end and with it many changes in the way we all, including employers, have to view employment. Still the problems of Age Discrimination must be solved. It remains a worldwide problem. Change, as always, is a slow process.

It is clear, looking at the demographic problems from a Worldwide standpoint, that the reform of Pensions, encouraging older workers to continue working past retirement age and legislating against age discrimination by a majority of employers - are internationally key focus issues that can be argued about but not avoided.

The USA

The most notable International contribution to anti-discrimination has been the enactment of the American ADEA in 1967. After many years of trying to solve age discrimination problems by means of 'voluntary codes of Practice' The US Administration adopted law with the 'Age Discrimination in Employment Act' of 1967. A great deal of lobby pressure was put on the US Government at this time by organisations like the 'Gray Panthers' and the 'American Association of Retired Persons' (AARP). Enactment has not been perfect however. Though you will never hear Americans complain too much, the system could be run much better. However they all agree that having legislation is far better than not having it.

The British Government has arrogantly attempted to discredit the American experience on numerous occasions. One might reason however that if it were so bad, it would have been scrapped many years ago. Though some Americans have voiced disquiet to me personally, they would not swap their system for ours. They say that the Law is good; it is the application of that law that is not good. Oddly enough, theses days Americans are asking CAADE for campaigning advice.
 

CANADA

Canada is typical of a number of countries in the world who have made an attempt to tackle age discrimination problems through existing Employment and Human Rights law. By and large older Canadians approve of their country's efforts but insist that they still want specific anti-discrimination legislation on age. As with any other country we always go by the opinions of the general public. Canadians, like many others, despite wanting more from their own government are appalled with what we have to tolerate here in the UK.

AUSTRALIA & NEW ZEALAND

Australia and New Zealand are amongst the latest countries to consider and enact legislative protection for their older workers. CAADE's colleagues are in regular touch with these countries and they regularly visit the UK. They report that with the new awareness and legislation over there, older workers are much more upbeat about their future prospects. However they remain cautious of interpretations of the practice of the law.

THE FAR EAST

Japan is one of latest Far-Eastern countries enacting age discrimination legislation. Though historically their social awareness of ADE is different to ours (they are much more naturally inclined to care for their elders), campaigners have insisted upon and have achieved, necessary legislation. CAADE was a member of an English group welcoming their campaigners and researchers here in 1998.

SOUTH AMERICAN, ASIAN and AFRICAN NATIONS

Most of the young and developing nations of the world are quite naturally turning to the developed world for legislative guidance and it is also true of general attitudes to ageism, a tendency that they also often learn from us. A number of the more developed nations of Africa has recently been in touch with CAADE and dialogues have been exchanged.

     EUROPE

Europe generally is moving rapidly towards eliminating most of the problems of ageism. Following the same EU Directive affecting the UK, Europe will be bringing in more complete legislation banning all forms of ageism. Both Ireland and the Netherlands have introduced legislation. Sweden, for instance is a
most progressive country with legislation that includes a flexible decade of retirement. Over 75% of Swedish workers aged 55-64 are still in employment-the highest figure in Europe by far, although we understand there are still difficulties in maintaining this and no ratification on 'Age'.

Germany is currently testing new 'schemes' using 150 pilot companies to solve the problems of demographic change.  They like the UK have a massive surfeit of older workers and thus are having great difficulty in balancing the books sociological and financially. 2003/4 are key years to keep an eye on.

Spain is fairly well advanced in its recognition of Demographic problems. They are keen to build a great deal of flexibility into the 'retirement area'.  Whilst encouraging able bodied people to carry on work longer they are safeguarding the benefits for those who wish to retire earlier.  Key word in Spain is 'flexibility'.

Finland is in the process of a great deal of change most of which will come into force in 2003/4.  They are upping retirement age at the same time as keeping the old-age pension rates stable. Could do better although they are embracing the idea of a pension being paid even though a person is still working!

Ireland whilst currently leading the way are still maintaining the pace by almost annually improving the package for Seniors.  They have enacted regulations to bring in Personal Retirement Savings Accounts (PRSA's), something only now being considered by the our Exchequer.

In Greece too they are endeavouring to answer the demographics problems by persuading (financially) workers to remain in work after 65 whilst at the same time beefing up basic pensions for retiring unskilled workers. They could do better and appear really to be fiddling with the system whilst not really making any great changes. In their defence it might be added that they are in the middle of major revamping of their Social Security System.

It is fair to say that the other European Union Countries are presently lukewarm towards age legislation. It looks like in 2004 there will be a number of Countries defying the EU.

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