A Bite Out Of Apple

When something described as new isn’t that special…

With all the recent media hype, few people will be unaware that Apple has just unveiled the latest version of its iPad tablet. In an act of astounding originality, the company has decided to call this latest offering the new iPad rather than applying a suffix as has been the case up to now. Many anticipated improvements or additions have not been forthcoming meaning that this ‘new’ iPad is rather disappointing. Whilst it’s main feature is a new retina display, or improved screen resolution to the uninitiated, there is little else to shout about, unless of course, you work for Apple!

So what does this new resolution mean to the user? The new iPad apparently boasts four times the resolution of the iPad 2 which will undoubtedly enhance the viewing of HD videos, but this is unlikely to have a dramatic effect upon many web pages which, for the most part, are only viewed for a very short time. For the poorer sighted user, text will appear easier to read. In order to accommodate this high resolution, the new iPad boasts a new processor and a graphics chip which will enhance game playing for those interested in such activity.

Needless to say, it wouldn’t be Apple without the odd gimmick. Included in the package is Voice Dictation accessed via a microphone at the bottom of the keyboard. When touched, this enables the user to dictate text but how reliable it is remains to be seen. So often, utensils like this fail to recognise different accents so any time saved in speaking text could quickly be annulled in the time taken to correct errors. Users of the latest iPhone 4S will be able to relate to Siri and the problems encountered there in recognising variations in the human voice.

Certain model variations will be equipped for the next generation 4G network although currently this is primarily aimed at the US market. By the time 4G is up and running in the UK, this new iPad is likely to have been updated at least once, so one might well question the need for this facility especially as it has to be paid for. The new iPad also comes with an upgraded 5-megapixel camera which Apple says has the ability to shoot full 1080p HD video and can therefore effectively become your camera of choice. Now I don’t know about you but the thought of carrying around a relatively heavy tablet and using it to take everyday snapshot photos really doesn’t bear thinking about. Most people will either use a dedicated compact camera or their mobile phone for taking photos, although most compact cameras still beat hands down any mobile phone lens.

This new iPad is almost the same size as the model it will eventually replace although it weighs slightly more. It claims a similar battery life of up to 10 hours under normal usage and still runs the current iOS 5 software. The product will be available from 16 March 2012 with pricing starting at £399 for the 16GB Wi-Fi model.

In the words of Apple, this iPad is resolutionary rather than revolutionary, the latter being something which we have come to expect from the company.  As was the case with the iPhone 4S it appears little more than a marketing ploy on behalf of Apple to encourage susceptible and naive people to part with their money. The product does very little in addition to the current iPad 2 and it is virtually guaranteed that a further replacement encompassing more industry-setting standards will be launched within the next twelve months. Given that this offering is the new iPad, one can only speculate as to the name of it’s successor… the new new iPad maybe?

Unless you really need this product, don’t waste your money upgrading from earlier versions as the next incarnation is likely to render all current models redundant!

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Ageism In The Workplace

For many people in this country, employment opportunities are being denied because of age…

Should someone now lose their job in their 40s or 50s, the chances of finding new employment in the UK presents a major challenge to even the most qualified of people. The media is now full of stories from older workers telling how they lost their employment through no fault of their own never to return.

Whilst official unempoyment figures may show that some 2.67 million people were seeking work as at mid February 2012, this figure fails to take into account those who may be in low paid part time employment and the many that fail to officially register with the Department of Work and Pensions. Other statistical analysis suggested that there were some 2.8 million people over the age of 45 without paid work in the UK as far back as September 2006.

On 1 October 2006 new laws were introduced to combat age discrimination in the workplace applying to staff under the age of 65. No longer will firms be able to deny an interview, refuse a job offer, deny training or sack someone under 65 on the grounds of age. Sadly this has had very little impact upon the attitude of employers towards the older applicant, yet it is something that is very difficult to prove. So why are so many people in their 50s and 60s without lucrative paid work?

One theory is that people feel discouraged to apply for jobs because of their age, whilst others attribute the inability to work because of health reasons. The older candidate is stereotyped as being inflexible, unable to adapt to new technology, and lacking creativity. They therefore fall outside the demographics of modern business methods. Whilst employers cannot specifically mention age in a recruitment advertisement, subtle phrases such as the ideal candidate will be expected to grow with the young company effectively exclude the older person from applying. In other words, discrimination is being shown but circumnavigates the law.

Another subtle form of discrimination against the older applicant are academic requirements. So many vacancies today specify a university degree, no matter how poor or irrelevant to the job in question that might be. This is fine for the younger applicant as at least 40% of school leavers move into higher education but some 30 years ago this figure was as low as 6%. This means that many older applicants do not meet the basic criteria and are therefore eliminated from the selection process. Potential employers overlook three important qualities here, namely that the older applicant will have considerable business experience, he or she is likely to be professional in their approach to work, and will undoubtedly be more reliable.

How times have changed! Back in the 1970s, nine out of 10 men over the age of 50 were employed. There was an attitude of respect towards the older worker, and in many industries, loyalty was rewarded. The next two decades saw a decline in traditional labour markets as industries closed due to a lack of competitiveness and in a period of rejuvenation, the emphasis on younger staff was born. Those who were in managerial or professional jobs have had most to lose if they were made redundant after their mid 40s.

With so many older people seeking new employment prospects, it is somewhat ironic that the government is forcibly extending the age before official retirement. Whilst this article is predominantly centred on the older generation of unemployed people, it must not be forgotten that there are currently over one million people seeking work in the 16-24 age bracket. Surely it would make economic sense to get some of these people into employment and training instead of prolonging the working life of those approaching retirement age.

Governments fail to acknowledge some of the major implications of long term unemployment. Firstly, people lose their self esteem and motivation as they see little to strive for in the future. In the case of a minority of younger people, this has led to recent riots, as individuals strive to make themselves heard in one way or another. For the older person, the onset of ill health is more prevalent as the mind ceases to function in a disciplined manner. Both scenarios subsequently put a considerable drain on the country’s resources, funds that could be used to support training for young people and, where necessary, paid to companies as an incentive to employ older applicants with the skills, knowledge and experience that are waiting to be exploited.

Anyone reading this who knows me will be well aware that I have first hand experience of age discrimination. Having been made redundant from a middle management position some years ago, I found it impossible to secure another position despite having had several interviews. Even recently, despite attending an interview for a position falling well below my skills and capabilities, the job was offered to a 30 year old! Whilst I am currently self employed and therefore not a statistic in the unemployment figures, I struggle to survive like so many people in a similar situation due to a considerable reduction in my workload over the last two years.