Tackling agism
When a competent and respected surgeon is not allowed to work in our busy hospital beyond the official retirement age on the pretext that by doing so he would be breaking civil service rules, one cannot but conclude that agism is indeed a serious...
When a competent and respected surgeon is not allowed to work in our busy hospital beyond the official retirement age on the pretext that by doing so he would be breaking civil service rules, one cannot but conclude that agism is indeed a serious problem in Malta. The recent attempts to reform the pension system were based, among other things, on the need to encourage people to work beyond the present retirement age of 61.
However, the reality is that employers, including the government, are reluctant to change their mindset about keeping people at work for as long as they want to contribute actively in the growth of our economy. This may be inspired by fear of a backlash from trade unions that may see the continued participation of older workers in the workplace as a threat to the chances of their younger members from progressing in their careers.
This fear, of course, is based on a fallacy. One of the most serious challenges being faced by our economy is the low number of workers in the workforce as compared to the number of adults that are capable of working. According to Eurostat Malta has at least three unenviable records in the area of labour market participation.
For instance, the average exit age of Maltese workers from active work in 2006 was 58.5, when the average for the EU was 61.2. I need hardly stress that we rank in the last place in this league.
Another worrying worst ranking for Malta relates to the employment rate of older workers, which Eurostat defines as the number of workers in the 55 to 64 age bracket who are still active in the workforce. In Malta only 28.5 per cent of older workers are still active, while the EU average is 44.7 per cent.
Yet, another shameful record is the low employment rate in Malta when compared to the EU average. The number of workers actively employed relative to the adult population of working age is 54 per cent. The EU average is 65 per cent. Once again we rank in the lowest place in this league.
To an uninformed observer of the Maltese way of life, these statistics are either evidence of a wealthy nation that can afford to promote a laid back style of life for its people, or of a state of denial of the real challenges that face us a country that needs to work hard to reach the quality of life standards of the EU.
The Tony Blair government in the UK started to fight ageism in 1998 by adopting a voluntary code of conduct that gave clear guidelines to employers on how to integrate older workers more effectively in the workforce, and to encourage businesses to promote the employment of workers over the age of 45. This code of conduct was prepared in consultation with the Confederation of British Industry, the Trade Unions Congress, and Age Concern.
Forward looking businesses, like Marks and Spencer, B & Q, and Sainsbury, immediately adopted this code as official company policy. They even agreed to face industrial tribunals should any of their employees claim age discrimination.
Concerted action is needed if we are to fight this discrimination against older workers. Our trade unions should promote the interest of older workers who want to help themselves rather than embrace a culture of dependence on state handouts.
The government as the biggest employer should show true leadership and reform labour market regulations to clear any artificial hindrances that keep older workers from being active in the economy. But perhaps more important it should create incentives for employers to take on more older workers on their books.
The challenges that face our economy in the next two decades can partly be tackled by expanding our workforce to include more women and more older workers. We should strive hard to start climbing the labour participation leagues mentioned earlier, if we really aspire to improve our GDP per capita ratio when compared to the EU average.
Our constitution says that Malta is a Republic built on work. Let us help those, irrespective of their age, who want to make this a reality to work without the humiliation of being discriminated against.
However, the reality is that employers, including the government, are reluctant to change their mindset about keeping people at work for as long as they want to contribute actively in the growth of our economy. This may be inspired by fear of a backlash from trade unions that may see the continued participation of older workers in the workplace as a threat to the chances of their younger members from progressing in their careers.
This fear, of course, is based on a fallacy. One of the most serious challenges being faced by our economy is the low number of workers in the workforce as compared to the number of adults that are capable of working. According to Eurostat Malta has at least three unenviable records in the area of labour market participation.
For instance, the average exit age of Maltese workers from active work in 2006 was 58.5, when the average for the EU was 61.2. I need hardly stress that we rank in the last place in this league.
Another worrying worst ranking for Malta relates to the employment rate of older workers, which Eurostat defines as the number of workers in the 55 to 64 age bracket who are still active in the workforce. In Malta only 28.5 per cent of older workers are still active, while the EU average is 44.7 per cent.
Yet, another shameful record is the low employment rate in Malta when compared to the EU average. The number of workers actively employed relative to the adult population of working age is 54 per cent. The EU average is 65 per cent. Once again we rank in the lowest place in this league.
To an uninformed observer of the Maltese way of life, these statistics are either evidence of a wealthy nation that can afford to promote a laid back style of life for its people, or of a state of denial of the real challenges that face us a country that needs to work hard to reach the quality of life standards of the EU.
The Tony Blair government in the UK started to fight ageism in 1998 by adopting a voluntary code of conduct that gave clear guidelines to employers on how to integrate older workers more effectively in the workforce, and to encourage businesses to promote the employment of workers over the age of 45. This code of conduct was prepared in consultation with the Confederation of British Industry, the Trade Unions Congress, and Age Concern.
Forward looking businesses, like Marks and Spencer, B & Q, and Sainsbury, immediately adopted this code as official company policy. They even agreed to face industrial tribunals should any of their employees claim age discrimination.
Concerted action is needed if we are to fight this discrimination against older workers. Our trade unions should promote the interest of older workers who want to help themselves rather than embrace a culture of dependence on state handouts.
The government as the biggest employer should show true leadership and reform labour market regulations to clear any artificial hindrances that keep older workers from being active in the economy. But perhaps more important it should create incentives for employers to take on more older workers on their books.
The challenges that face our economy in the next two decades can partly be tackled by expanding our workforce to include more women and more older workers. We should strive hard to start climbing the labour participation leagues mentioned earlier, if we really aspire to improve our GDP per capita ratio when compared to the EU average.
Our constitution says that Malta is a Republic built on work. Let us help those, irrespective of their age, who want to make this a reality to work without the humiliation of being discriminated against.