HC Deb 06 November 2002 vol 392 c305W
Mr. Jenkins

To ask the Secretary of State for Work and Pensions what strategies his Department has to ensure that there is no ageism in recruitment and retention processes. [79294]

Mr. McCartney

Equality of opportunity for all staff is a key feature of all Civil Service employment. As part of this, ageism is not tolerated. Our Diversity and Equality policy statement specifies age as an area where we "will provide equality of opportunity". This equality of treatment extends also to the new external recruitment system where potential recruits will be selected on the basis of competencies.

The Department includes age as part of its equality proofing of policies and procedures. Our current HR Change Programme is continuously reviewing its recruitment, development, performance management and retention policies. Alongside this work we are implementing the outcomes of the Performance and Innovation Unit's "Winning the Generation Game" report.

All applicants and employees are treated fairly to enable them to develop and fulfil their potential, valuing the contribution each person can make to the organisation. Vacancies are open up to everyone up to the age of 65 and a person's age is not taken into account at any stage of the selection process.

In addition to its usual recruitment procedures the Department also recruits employees through the New Deal programme, both for Young People and 25 and 50 plus.

All staff in the Department, below the Senior Civil Service, are able to choose to remain beyond 60, up to the age of 65. Staff over 60 are subject to the same terms and conditions as staff under 60 with no special reviews of performance applied. The Department's flexible approach to age retirement allows staff to continue to work in their current grade and, subject to business need, to seek promotion to a higher grade or voluntarily to downgrade. Subject to business need staff may also choose to work full or part time.