People are the most important asset in any successful business, as they can be the difference between success and failure.

With the 2006 employment legislation regarding age discrimination, employers need to consider carefully their obligations and how this directive may affect their employment and recruitment practices.

As managers we have to take responsibility for the way our business operates, with regard to both our current and future staff.

Pension shortfalls, skills crisis, raising the retirement age, are just three of a raft of issues high on the employment agenda, and most businesses are directly affected by these.

Finding and keeping good staff is tough, with many companies having serious problems in successfully recruiting for key areas of their operations.

The age legislation impacts on all businesses, for example, how they manage their existing staff, and importantly, how they attract new employees, and the recruitment vocabulary used.

Its simply a matter of employing the right person for the job irrespective of their date of birth. Managers of businesses must ensure that the issues relating to this directive are understood by the relevant staff responsible for employment.

One slip could lead to problems for those who are unaware and breach the good practice recommendations. However, there are some real benefits to be gained with this "white paper", when employers are directed and encouraged toward these.

Once employers realise the full potential, an age diverse workforce really does make good business sense.