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Age 50 Ltd: Ending Age Discrimination in Employment
Current workplace practices are failing older employees. These campaign asks aim to eliminate age bias, demand transparency, and hold businesses accountable for creating age inclusive workplaces.
We don't want to wait anymore for change - support Age 50 Ltd - and make it happen now.
Age 50 Ltd Campaign Demands
Mandatory Workplace Age Diversity Reporting
We call for an Age Gap Report, requiring businesses to publicly disclose workforce age data, just like Gender Pay Gap reporting.
This must include employee age breakdowns, seniority levels, hiring trends, and promotion rates for workers aged 50+ and 60+.
The government must commit to the Age Gap Report to track and publish national workforce age data to expose systemic age bias across industries. How can we deal with the problem if we don’t know the full scale.
Positive Action in Hiring Practices
Once the Age Gap Report data has been collected, businesses must commit to fair and inclusive hiring targets to reflect our aging society and promote age inclusion in workplaces.
With the aim of having at least 10% of the workforce aged 50+ and 10% aged 60+, increasing over time to reflect demographic shifts.
Companies that exceed these targets should receive tax incentives, encouraging real change.
Additionally, age discrimination training must be mandatory for HR and recruitment teams to eliminate bias in hiring decisions and reshape age discrimination in workplace cultures.
By becoming a member, you’re funding the movement, helping Age 50 Ltd challenge bias, expose discrimination, and reshape the job market so that talent is recognised at every age.
Age 50 Ltd Campaign Demands
Industry Wide Age Inclusivity Charter
Employers commit to a pledge they are creating age inclusive hiring and workplace policies.
The shift towards a more age inclusive should then be reflected in the data collected as part of the Age Gap Report. This will ensure businesses are encouraged to support and demonstrate commitment to truly inclusive work environments.
At Age 50 Ltd, we believe AI can be part of the solution. But too often, age is left out of EDI conversations, overlooked in strategy, ignored in data, and absent from algorithmic checks. By integrating age into real-time bias monitoring and data-driven EDI, we can build workplaces that are inclusive by design when intention to monitor age discrimination is lacking.
A Commissioner for Older People in England
Wales already has a commissioner ensuring the rights and interests of older workers are protected.
Without this role in England, workplace age discrimination remains ignored in national policymaking.
We demand that parliament act now to create this essential position.
Write to your MP - Use the four action points to demand they support our calls TO STOP AGE DISCRIMINATION.
Please share their response with age50ltd@outlook.com