There is no real justification for advertising for `young’ staff or including

“There is no real justification for advertising for `young’ staff, or including an upper age limit on applications. “We fight with our clients not to discriminate on things that are already against the law. In fact, I believe that older secretaries often fail to get work owing to sexism rather than ageism.”Perhaps an analysis of the recruitment industry itself may be a solution. It is, after all, often seen as a “young” industry and employment consultancies need to look at their own record in recruiting staff. It is often difficult to impress upon a client the need to consider a 50-year-old for a position if the consultancy’s office is staffed only with twentysomethings.An alternative way forward, claims the IEC, is to limit ageist phrases in job advertisements. “Without the kind of legislation that has outlawed sex and race discrimination, the consultancy ultimately may have to choose between its client and its principles,” says the chief executive, Sue Smith.But Jacobs is not so sure.

Not a wise decision when you consider the survey of 250 personnel managers, carried out by Brook Street, which found that the most common reason for preferring workers under 35 was that they were seen to be familiar with modern technology.But what about the more mature secretary who is not to blame in any way for her predicament? The Institute of Employment Consultants (IEC) believes legislation could be the answer. “Many managers just don’t want to take someone as old as their mum out for a drink with the colleagues.”Harder hit still are senior secretaries and PAs who started out working for someone many years ago and moved up the ladder with them. “When that someone retires, the secretary is left struggling to find equivalent work and an equivalent salary. Some of them are used to earning pounds 30,000 plus.”But, says Jacobs, this is a time when the more mature secretary should be particularly careful not to shoot him or herself in the foot. “I’ve seen some secretaries refuse to earn a penny less than their previous salary – but this is not an industry in which you can make such demands. I’m not saying that’s right – it’s just the way it is.”Other older secretaries don’t do themselves any favours by refusing to update their skills – despite the fact that most big agencies offer free training to all their temps.

It’s probably the one sector in which experience is almost always genuinely appreciated.” It’s when it comes to young managers who feel uncomfortable with an permanent older secretary (“and sometimes vice versa”) that the problems start to occur. Even Jacqy Jacobs – who was instrumental in setting up Forties People, an agency that recruits mature secretaries for employers who prefer to hire experienced workers – reveals some cynicism. What’s more, older people tend to have advanced levels of numeracy and literacy. Yet many employers just don’t seem to grasp this.”

In fact, it is predicted that by 2020, a staggering one in four people will be over 60. “If companies still have an ageist attitude then, they’ll find themselves in big trouble,” says a spokeswoman for Brook Street Bureau, the latest agency specifically to encourage older workers to sign up.
The grim reality of ageism in the UK is revealed by a recent Gallup poll which found that more than 18 million Britons have experienced age discrimination in the workplace.

NOT A week goes by when recruitment agencies across Britain don’t receive calls and letters from secretaries pleading, “Help, I’m over 40 and I can’t get a job.” Their response? “It’s crazy,” laments Sarah Eldoori, of Office Angels. Once one is used to working for top ranking people one isn’t interested in anything else.I would love to run my own restaurant business but, although I occasionally moonlight as a caterer, I know that as a single woman spending most of her earnings on London living costs, this ambition is likely to remain a pipe dream.. It would be no good throwing lunches for influential businessmen if the office was in a chaotic state.One cannot appear to be disorganised and then expect people to believe that we are a credible organisation.I am excited by the level of people I am dealing with, from Sir John Craven, Chairman of Lonrho plc to Sir Rocco Forte and Lord Sainsbury, and would like to think that when Business for Sterling wins the campaign and draws to its conclusion, one of our Council will ask me to work for him. Being helpful and polite doesn’t mean tugging one’s forelock.I always get sidetracked from my ongoing projects because every day is different and creates more work and new priorities. Occasionally I will awake in the middle of the night and remember something I haven’t done. Yet while my bedroom may be a pigsty, I am always highly organised at work. My role for example is office manager, chief cook and bottle washer and my duties include anything from arranging meetings between the Chairman and Sir Stanley Kalms (Chairman of Dixons plc) to changing lightbulbs.