Individuals' Donations to Charities and their Use of Tax Relief

The study investigated the extent British people gave money to charity over the last 12 months: how much they gave, how they gave it, what proportion of these donations were of the kind that attract tax relief and how much of this relief was actually taken up. It also investigated people's awareness of tax relief, how they saw the connection between giving to charity and the use of tax relief and how this might have influenced the pattern or scale of their giving

Older employees' declining attitudes over 20 years and across classes

British employers, under increasing competitive pressures, and applying new technology and work organization, have sought to reduce labour costs, resulting in work intensification and precarity. Older employees as a result are exposed to work demands that conflict with expectations of favourable treatment in late career. National survey data for Britain in the years 1992, 2001, 2006 and 2012 demonstrate a decline in overall job attitude among older employees following the changed conditions of the 1990s and across the major recession that began in 2008. To assess whether this decline is unequally distributed, decomposition by socio-economic class is carried out. This shows that older employees in the ‘service class’ of managerial and professional employees are affected at least as much as older employees in intermediate and less-skilled classes, thus underlining the age effect and showing that ‘service-class’ employees are not invulnerable to a changing economic environment

Becoming an age-friendly employer:Employer guide

This report is a good practice guide for employers on becoming an age-friendly employment. It recommends action in 5 key areas. An evidence report informs these recommendations: Smeaton and Parry (2018): https://www.ageing-better.org.uk/sites/default/files/2018-09/Being-age-friendly-employer-evidence-report.pd

Becoming an age-friendly employer: evidence report

The report details the mixed methods research that we conducted for the Centre for Ageing Better on age-friendly workplaces. Key issues of focus are: reducing age bias is recruitment; promoting good quality flexible work; and maximising the benefits of age diversity at work. Examples of good practice around these issues are discussed. A companion to the report is the employer report: Becoming an age-friendly employer, a good practice guide published in collaboration with Business in the Community

Becoming an age-friendly employer: employer guide

This report is a good practice guide for employers on becoming an age-friendly employment. It recommends action in 5 key areas. An evidence report informs these recommendations: Smeaton and Parry (2018): https://www.ageing-better.org.uk/sites/default/files/2018-09/Being-age-friendly-employer-evidence-report.pd