AGE EQUALITY POLICY
INTRODUCTION
In October 2006, the Employment Equality (Age) Regulations became law. The
areas covered by the legislation include recruitment, selection, promotion,
training and development, redundancy and retirement. The Regulations do not
cover the provision of goods and services at this stage.
The West Midlands Police is committed to promoting a diverse workforce to
reflect the communities it serves. The Force will Endeavour to promote an
awareness of age issues and all employees have a responsibility to work within
the terms of the Age Equality Policy. Recognition will be given to ability and
potential, regardless of age, and a framework will be provided to ensure the
Force offers a supportive environment to meet the needs of colleagues
regardless of age. West Midlands Police will work towards a culture of inclusion
and diversity.
AIMS
• To promote age diversity within the Force in terms of awareness and
understanding and to provide equality of service and opportunity to
colleagues irrespective of age.
• To provide a supportive environment which will encourage ability, ensure
that each individual’s needs are met, and that they are allowed to reach
their full potential.
• To ensure that colleagues of all ages have equal access to training,
development and promotion.
• To encourage colleagues to work past their compulsory retirement age
(CRA) where they so wish in order to retain their skills, benefit of their
experiences and knowledge.
• To promote age equality and in doing so, prevent harassment and
discrimination on grounds of age.
CONFIDENTIALITY
In accordance with the Data Protection Act, any information regarding a person’s
age that has been provided will be treated in confidence. Members of staff are
not obliged to disclose their age.
MARKETING
The Force publications and publicity materials will promote positive images of
people of different ages.
RECRUITMENT
West Midlands Police is committed to ensuring that people receive equal
consideration throughout the whole recruitment process irrespective of age. The
Force welcomes applications from people of all ages and seeks to employ people
of all ages in jobs suited to their aptitudes, abilities and qualifications. The Force
will continue to refrain from using age-sensitive language in job advertisements
and recruitment literature and to eliminate criteria which may be deemed
discriminatory on grounds of age.
As an employer, the Force will ensure that age is not a consideration in terms of:
• Arrangements to be made for determining who should be offered
employment.
• The terms on which applicants are offered employment.
• Ensuring that role descriptions reflect the competencies and skills required
and do not include unnecessary requirements that may be indirectly
discriminatory.
• Ensuring staff conducting selection processes are age aware.
TRAINING AND DEVELOPMENT
The Force is committed to providing:
• Age awareness and knowledge to all members of staff.
• Induction training for all members of staff which will have a specific
element on age awareness.
• Equality of access to training and development opportunities irrespective
of age.
Retirement
•
Considerable benefits exist for individuals and WMP in providing
greater flexibility with regards to retirement. There is a comprehensive
procedure for requesting to Work beyond the Compulsory Retirement Age
(CRA) (see appendix A), and all colleagues will be actively encouraged to
consider continuing their employment should they so wish. Each case is
considered on its own merits and in the light of business reasons specific to the
request. All contracts for those extending their service beyond their CRA
have been developed in accordance with the Equalities Act Employment
Regulations 2006.
DISCRIMINATION
Discrimination against colleagues on grounds of age will not be tolerated. All
colleagues, irrespective of age, will be afforded the same opportunities and
benefits as other colleagues. The Force positively promotes equality of
opportunity for training, development and promotion.
HARASSMENT
Harassment of a colleague on grounds of age will not be tolerated. Harassment
will be judged to have taken place where:
• A person’s dignity has been violated.
• A hostile, degrading, humiliating or offensive environment has been
created.
• The Force will provide a supportive environment for staff who claim
discrimination, harassment or abuse.
The Force will provide a supportive environment for colleagues who claim
discrimination or abuse. Any staff member/officer found to be causing age-
related harassment of a colleague will be disciplined.
MONITORING
Monitoring of processes and statistics will be used to ensure that there is no
adverse impact on grounds of age arising from policies and procedures.
