Manufacturing sector could be missing out.

Employers in the Manufacturing sector can benefit from employing older workers and should be doing more to tackle age discrimination, according to research published by Age Positive at the Department for Work and Pensions.

The report, 'Managing an ageing workforce in Manufacturing' looks at the challenges faced by the sector relating to the recruitment, training and retention of older workers.

The report also examines what employers are doing to remove compulsory retirement ages and adopt flexible approaches.

Currently, Manufacturing is still the largest sector in the economy, employing 3.7 million people, some 12% of the national total. The majority of the workforce, approximately 43% consists of skilled trades people, process, plant and machinery operators.

Although the worldforce in the manufacturing sector tends to be older than other sectors, many manufacturers are surprisingly unsympathetic to older workers and insist on strict retirement rules. This is even more surprising given that the majority of workers are aged 35-55, with a large proportion over 55, and one in five firms will employ someone over State Pension Age.

This sector does appear to be experiencing a high level of skill shortages. However, the sector is sometimes seen as using length of experience or qualifications as a selection criterion. They have also been identified as specifying maximum recruitment ages (unlawful if more than 6 months before companies retirement age unless with objective justification) and setting contractual retirement ages below 65--both of which are unlawful practices under the Employment Equality (Age) Regulations which make it illegal for employers to discriminate against employees, trainees or job seekers because of their age.

DWP's Age Positive initiative is working with employers to remove compulsory retirement ages and adopt flexible approaches. The UK has an ageing population, with many older people wanting the choice of continuing to work rather than retire. Moreover, people in their 50s and 60s would work longer if they could get flexible work.

Older workers have a low rate of absenteeism and are as reliable and motivated as younger people. This has a positive impact for businesses that can benefit from a more flexible workforce with a wider range of skills and abilities.

Age Positive has also recently launched a series of 11 free booklets looking at various aspects of employment from recruitment to flexible retirement, to help answer some of the common questions employers ask. Employers can find out more about, age legislation, age research and the business benefits of age diversity.

Age Positive is currently offering a free 'Be Ready' organiser which contains comprehensive guidance on age issues, a CD rom, top tips, practical case study material and sources of help and information.

Contact Age Positive on tel [phone] or visit www.agepositive.gov.uk