6
(c)
(d)
a significant proportion of employer respondents indicates no age preference for a number of job related characteristics. For those who do, younger workers are preferred in aspects such as value for money, ability to deal with clients, ability to learn new skills and productivity/performance. On the other hand, older workers are preferred in aspects such as loyalty/low turnover, low absenteeism and maturity.
employers may attempt to save money by engaging in statistical age discrimination. This means that they screen out an individual from an employment opportunity on the assumption that he or she possesses certain traits which happen to coincide with old age, irrespective of whether the person actually possesses such traits; and
(e) while there is little evidence of pure age discrimination by employers solely from personal prejudice, there seems to be some evidence of age discrimination by the market.
Mentioning the above, Mr Wong cautioned that while some evidence seemed to suggest the presence of age discrimination in employment, other evidence pointed to a different conclusion.
On the way ahead, Mr Wong said the Government was keeping an open mind on the preferred approach to deal with the issue.
He noted that the study had indicated that there were three possible broad options:
(a)
(b)
(c)
to retain the status quo, and take no particular Government measures other than to monitor the situation regularly;
to introduce age discrimination in employment legislation. In considering such legislation, it was necessary to bear in mind that it could not guarantee jobs, and might not be an effective means of changing public attitudes. Furthermore, legislation could introduce artificial impediments that hinder the free play of market forces, imposing rigidities on their operations and possibly also adding to the cost of doing business; and
a non-legislative option which could combine public education and self- regulation.