The experiences of older workers are crucial to organisational success. In collaboration with the Centre for Ageing Better and REC, the CIPD has published a toolkit to help organisations reap the benefits of being more age-inclusive employers.
The toolkit offers three tools for minimising age bias in the recruitment process:
- A job advert template – this helps address a number of issues that an older applicant may face, such as removing stereotypical language, assessing flexible working options, and greater clarity on the recruitment process.
- An interview invitation and scheduling form – this helps provide all the relevant information in a straightforward way, as many older applicants may not have had recent experience with recruitment. This form also provides a simple way for the applicant to raise any reasonable adjustments they require for the interview.
- Guidance on how to talk about flexible working with candidates during the recruitment process – this guidance will help hiring managers and their HR colleagues in planning ahead. As flexible working is a significant driver for older applicants in considering jobs, this guidance can provide organisations with ways to adapt and improve processes.
The toolkit recommends the following actions for age-inclusive recruitment:
- Put age into equality, diversity and inclusion (EDI).
- Know your numbers.
- Debias your job adverts.
- Check your process.
- Build awareness and confidence.
Benefits to age-inclusive recruitment include:
- Increasing productivity and knowledge-sharing.
- Boosting their reputation as an age-inclusive workplace.
- Mitigating the discrimination felt by older and younger jobseekers alike.
- Ensuring their organisation is prepared for an ageing workforce.
Given our ageing population in the UK, the proportion of 50+ workers in the workforce is expected to increase, especially if retirement age rises in the future. It is, therefore, crucial that employers establish the people management policies and practices needed to harness the skills of an age-diverse workforce.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
