is now seen as a more widespread problem in the City than sex discrimination, a survey of more than 1,600 finance sector workers has found.
While more than one-third of City employees said their employer was “very committed” to gender diversity
, less than a quarter felt the company was similarly committed to fighting age discrimination.
The research also confirmed that problems over discrimination and lack of commitment to diversity were most likely to arise in areas such as trading and sales rather than within the middle or back-office functions.
“The City is getting far better at supporting and developing female staff,” said Mark Cameron, chief operating officer at Astbury Marsden, a financial services recruiter
, which carried out the survey.
展开此次调查的金融服务猎头Astbury Marsden的首席运营官马克•卡梅伦(Mark Cameron)表示：“在支持和培养女性员工方面，伦敦金融城的表现得比过去好得多。”
He added: “The huge effort that London’s financial services sector has made to broaden its workforce is clearly reflected in positive feedback we have had from employees.”
But while sex discrimination was on the decrease, negative attitudes towards co-workers on the basis of age and a lack of commitment to age diversity was seen as wider problem.
“We aren’t saying that the negative consequences of age discrimination are bigger than other forms of discrimination, just that employees see it as more prevalent
. They also see age diversity as something employers are not particularly focused on,” said Mr Cameron.
The default retirement age (DFA), under which employers could force workers to retire at 65, was phased out in 2011. But Mr Cameron said that, as with racial and gender diversity, it often took years for attitudes to change, and this seemed to be the case with age discrimination.