Legal benefits

Organisations that adopt best practice towards older people and those with disabilities have better brand reputation and are more likely to be out of the legal 'risk zone'. Disability discrimination cases have resulted in six figure pay outs and caused embarrassment to large corporations.

Commercial benefits

Older people hold most of society's wealth. Considering older people's needs — 42% of people aged over 65 in the UK have a disability — makes good commercial sense.

Strategic benefits

Older workers want greater flexibility in employment. Disability confident employers have the skills and expertise to provide a more flexible and responsive working environment.

Ethical benefits

It is no longer acceptable to exclude people on the basis of assumptions surrounding their age and medical history and ignore their potential to contribute.

Societal benefits

Increased employer flexibility and the employment and retention of more older employees reduces the burden of financial cost on society in terms of pensions and other benefits.

Professional benefits

Disability confident organisations are more likely to have managers in place who gain technical skills in areas such as people management, accessibility and usability.

Further information on the age regulations, including detail on the law, see the Employers Forum on Age website, www.efa.org.uk