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Survey Templates Surveys Age Discrimination Research

Age Discrimination Research

Age Discrimination Research
Dear Sir or Madam,


You are invited to participate in our survey regarding age discrimination. This questionnaire will take you approximately 10 minutes to complete. In completing the questionnaire, please answer the questions as accurately as possible and in regard to the entire organisation.


Identifiable personal details are deliberately omitted to ensure anonymity of responses. No one from your employing organisation will see any of the completed questionnaires. The answers you give are entirely anonymous and confidential and will be used only for the purpose of this research.


Your participation in this study is completely voluntary and you can withdraw from the survey at any point. There are no right or wrong answers.


If you have any questions related to the research, please contact Regina Fung on [email protected] or Kajal Ruparell on [email protected].


You can start the survey by clicking the Continue button below.


Please note that older employees mentioned in this survey refer to those over the age of 40.
Gender
Age
Ethnic Background
How long have you worked for the organisation? (in years/months)
What is your organisation type? (i.e. law, corporate, investment banking, etc.)
What is your job title?
Approximately how many employees does the organisation currently employ?
In what year was the organisation established? (if known)
Approximately what percentage of your organisation is made up of people over the age of 40?
Approximately what percentage of your organisation’s employees is female?
Does the organisation have a policy on age discrimination? If yes, please give details.
I am aware of the Age Discrimination Legislation due in October 2006.
13.
Strongly Agree
Agree
Disagree
Strongly Disagree
Age discrimination is tolerated in this organisation.
Employees are well-informed of the age discrimination legislation.
Recruitment decisions are entirely based on the applicant’s capabilities and relevant experience.
Fewer women make it to Director level compared to men.
Older employees have out-dated skills.
14.
Strongly Agree
Agree
Disagree
Strongly Disagree
There is no difference between the performance of older and younger employees.
Older employees are less able to learn new skills than younger employees.
When recruiting, I will feel sceptical of an older applicant’s ability if s/he applies for a junior trainee position.
Ageist comments are made in this organisation.
When women employees have children, they tend to come back to work part-time.
15.
Strongly Agree
Agree
Disagree
Strongly Disagree
Older employees feel welcome and accepted in this organisation.
There is a wide age range employed in this organisation.
Training should be tailored specifically to suit the needs of older employees.
Hiring managers tend to recruit applicants who are of similar age to them.
It is possible for a woman to go to the top of this organisation.
16.
Strongly Agree
Agree
Disagree
Strongly Disagree
Managers will find loopholes in the age legislation (e.g. discuss recruitment issues behind closed doors).
The legislation is simply creating more work for the recruiters.
Older employees have the same access to training opportunities as younger employees.
Older employees and younger employees are treated the same by the organisation.
Recruiting someone who is over 40 with relevant skills can be risky.
17.
Strongly Agree
Agree
Disagree
Strongly Disagree
Older employees are less interested in being trained than younger employees.
Experienced older employees may be seen as a threat to the hiring manager’s career opportunities.
Women are more sensitive to age discrimination.
The HR department is solely responsible for ensuring that the recruitment process does not discriminate against age.
The stereotypes attached to old employees (e.g. inadaptable, IT-illiterate) are not true.
18.
Strongly Agree
Agree
Disagree
Strongly Disagree
Fewer women make it to Director level as they take time off to have children.
In an informal setting, there are derogatory jokes associated with age.
If employees feel they are treated unfairly, support is available.
Older employees are slower to train than younger employees.
Men and women should have different pension ages – 65 for men and 60 for women.
19.
Strongly Agree
Agree
Disagree
Strongly Disagree
There is an excellent policy for female employees requiring maternity leave.
There is an excellent policy for male employees requiring paternity leave.
Older employees are as trainable as younger employees.
Rather than the forthcoming legislation, it is the implications of an ageing workforce that are driving changes in the organisation's recruitment and training policy.
The awareness of skills shortages is driving changes in the organisation's recruitment and training policy.
20.
Strongly Agree
Agree
Disagree
Strongly Disagree
Older men and women employees are treated differently.
Organisations are profit-oriented and thus tend to recruit younger employees who are often cheaper.
Diversity brings useful contributions to the organisation.
Social events are organised so that everyone can participate.
People are treated by their merits not their gender.
Is there anything else you would like to add or clarify?
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