Acas uses cookies to ensure we give you the best experience and to make the site simpler. Find out more about cookies.

Website URL : http://www.acas.org.uk/index.aspx?articleid=4874

Age Audit tool

A survey tool to help assess employee attitudes toward age in your organisation

Age Audit banner

The Acas Age Audit Tool can:

  • Assess what your employees think about age issues in their workplace and your organisations' approaches and policies
  • Help address any risks or issues that could potentially lead to future discrimination claims
  • Create a firm foundation for your policies, practices and future direction

Age and discrimination 

The Equality Act 2010 makes it unlawful to discriminate against employees because of their age.

The removal of the default retirement age in 2011 means that employers are now managing the older worker and also their expectations in the workplace moving forward.

Acas and Coventry University have developed this Age Audit Tool to help organisations assess their employee's attitudes towards age and age related issues in their workplace.

It can also help reduce the risk of claims of unfairness and discrimination.

How to use the Age Audit Tool

See pdf  Acas Age Audit Tool User Guide [395kb] for information on using the Age Audit Tool including understanding your results.

Start using the Age Audit Tool

The tool is free and easy to use and could offer valuable insights into potential areas employers may want to address. Instructions on how to use the tool and the information it provides is included as you create your first session.

Launch the Acas Age Audit Tool.

Pulse questions on this topic

Some questions to help identify next steps or further consideration:

  1. Do you have an up to date Equality Policy covering the 9 protected characteristics?
  2. Are all your staff trained on the Equality Policy at induction and on a regular basis?
  3. Do you monitor compliance with the Equality policy?
  4. As part of that monitoring, if you uncover evidence to show under representation or under participation in your workforce and think this amounts to disadvantage for those job seekers / employees, would you take positive action to address this?
  5. Are your employees aware that potentially offensive or inappropriate banter within the workplace is unacceptable?
  6. Do your employees know the line between banter and bullying? Has this ever been discussed?
  7. Do your employees feel able to raise their concerns about perceived unfair treatment and inappropriate comments both informally and through the grievance procedure?
  8. In the last 12 months, has your organisation be free of any discrimination related Early Conciliation or Employment Tribunal claims?
  9. Do you hold exit interviews with staff leaving the organisation?
  10. Do you have in place any systems to allow employee to raise their concerns in an informal way?

The more 'No' replies, the greater the risk of litigation and failing to make the most of your employees.

If you would like to talk to an Acas adviser about any improvements you would like to make, or to get further advice, please use our Customer contact form; or find out more about Equality and diversity: how Acas can help.