Case study

Coca-Cola Enterprises

Age Positive Champion

Coca-Cola Enterprises handles bottling, manufacturing and selling.

We’re making efforts to change our workplace policies and culture. We're auditing all HR policies, introducing a talkback group for employees and implementing checks to avoid discrimination. We're aming to create a can-do attitude for all ages, with people being more open-minded.

Catherine Webb, HR Controller

OUR AGE POSITIVE GOOD PRACTICE:

All employees already have the right to work beyond retirement age. We have people working over Pension age and anticipate recruiting more.

Although most of our staff are between 25 and 45, the numbers of younger and older workers are growing, with 22% of the workforce over 45 and 8% under 25. With changes in demographics, we realise we need to work with the growing pool of older people as well as younger to ensure we have a balanced team to continue to grow our business.

We have age-neutral application forms and an official equal opportunities policy that includes age. During the application process, we focus on skills and ability and use competency-based interviews.

When recruiting we do not specify age limits or restrictions, we recruit who we believe is best for the job.

OUR NEXT STEPS:

Recruitment and Selection

• Brief Recruitment agencies
• Review all position descriptions for reference to years experience
• Re-write Recruitment Skills training course incorporating reference to age discrimination
• Design new equal opps monitoring form and procedure
• Design new application form
• Design CV template for website
• Research possibility of Intranet recruitment
• Write guidelines for recruitment agencies including how to describe CCE as an employer/company
• Review Skillstart
• Review testing procedure and check for age bias
• Ensure website uses EFA logo and describes us as promoting age diversity
• Audit recruitment agencies to check they are promoting us to all ages

Communication

• Inform customers of our commitment to age neutrality
• Deliver awareness briefings
• Article in company publication

CASE STUDIES:

Career change at 51!

Steve is a great example of continuing a career at a time when he could have retired. Instead, he joined a new working environment and industry and has progressed up the Management scale. Steve took a 'golden handshake' to leave his job in the city as an advertising director and then spent a further 3 years working as a consultant. At the age of 51, Steve took time out and changed direction. He took a job with us working at the Sidcup site as a weekend worker, just working the Saturday and Sunday back shift on the lines as a Technical Operator. Steve then progressed to become a permanent line Technical Operator, coming up with an innovative idea for the line that took him to Italy to see his idea being put into production. After about 2 years on the lines Steve was asked to take on the project of building a database and assisting in the set up on site. Steve progressed to a managerial role at the age of 58. Now 61 years of age, Steve continues to add value through the busy Learning and Development agenda, not to mention the wealth of experience he brings to every situation he encounters.

Dedication!

Ken is a Cold Drinks Sales Representative within the North East and Yorkshire region. He is 61 years of age and has almost 32 years service with Coca Cola. Ken decided not to retire when he turned 60 in May 2004 - and has remained a full time employee of the company. Ken consistently achieves in his role - and was the first in the region to hit important targets. He is a fantastic team player, has worked in various roles throughout his career, is a mentor to new starters and a valuable asset to our business.

Too Young To Be A Manager ? No Way!

Hannah joined our London region at the age of 18 as a merchandiser. By age 21 she became an Account Executive and next progressed to Sales Manager. Following a restructure, she set up a new Territory Sales Representative team in the region. In July 2005, Hannah was promoted to Sales Manager Wholesale at the age of 25.

BENEFITS OF OUR GOOD PRACTICE:

We have a diverse workforce in terms of backgrounds and ages which results in a good skill mix and means people can learn from each other.

Being positive about continuing to employ people who are near or over retirement age has meant we do not lose key skills and experience.

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