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Resolution 1958 (2013) Final version
Combating discrimination against older persons on the labour market
1. Age discrimination is one of the
most widespread forms of discrimination, although there are substantial differences
between Council of Europe member States in terms of awareness of
the problem and the scale of efforts to combat it. In the sphere
of employment, discrimination against older workers (active persons
aged between 50 and 64) and older persons more generally (65 and
older) is reflected in differences in treatment that are neither
justified nor necessary, especially where access to recruitment
and further training is concerned.
2. In the current European context of economic crisis and the
ageing of the population, older workers face increased difficulties
relating to all aspects of employment: they still have to contend
with inequality and stereotyping, while competition is fiercer;
in several countries the retirement age is being raised while many older
staff are being pushed into early retirement.
3. The Parliamentary Assembly believes it necessary to establish
effective legal provisions to tackle age discrimination and also
to introduce positive action for older workers wishing to enter
or re-enter the labour market and for older employees, including
those who wish to continue working beyond pensionable age. The particularly
vulnerable position of persons affected by multiple forms of discrimination
by cumulating different criteria should be specifically taken into
account when it comes to conceiving legislative or policy responses.
4. Moreover, age discrimination goes hand-in-hand with the more
general phenomenon of “ageism”, driven by a negative view of ageing
in society. The Assembly considers it vital to strive to change
mentalities in order to eliminate stereotypes and build a positive
and true image of all age brackets.
5. In the light of these considerations, the Assembly invites
the member States of the Council of Europe to:
5.1. ensure that their national legislation
includes age among the criteria of non-discrimination and takes
account of the phenomenon of multiple discrimination;
5.2. ensure that anti-discrimination legislation is implemented
effectively, including through the introduction of monitoring arrangements
and an effective system of incentives and sanctions where applicable;
5.3. introduce positive measures aimed at facilitating access
to employment for older people, taking into account the situation
of particularly vulnerable groups;
5.4. make it easier for older workers who have had long periods
of unemployment or gaps in their employment to re-enter the labour
market, in particular for older women who have had long periods without
paid employment, for example while raising children or caring for
other family members, and whose employment has been marked by temporary
and part-time contracts;
5.5. develop access to further training for older persons who
are in employment or unemployed so that they can update their knowledge,
perfect their skills and adapt to new technologies and technological
developments in their professional field;
5.6. support information campaigns aimed at changing mentalities
regarding ageing and raising public awareness of the substantial
experience of older workers, and promote innovative approaches for
their employment, such as flexible work schemes, wherever appropriate
(for example part-time work, job-sharing, task rotation);
5.7. encourage mentoring programmes to facilitate intergenerational
dialogue and promote exchanges of experience with a view to eliminating
the stereotyping of older people.