We know that 36% of 50-70 year olds feel at a disadvantage applying for jobs due to their age. This recruitment guide sets out five key actions to help organisations become more age-inclusive.
Three quarters of employers in England agreed that older workers’ experience is crucial to the success of the organisation. And yet, the current recruitment environment is not as age-inclusive as it could be. Older workers feel at a disadvantage at every stage of the recruitment process, from the language in job adverts to interview panels.
This recruitment guide is based on our Good Recruitment for Older Workers (GROW) project findings and has been published in partnership with the CIPD and the Recruitment and Employment Confederation (REC). It is designed to help organisations recognise the negative role that age-related discrimination plays in recruitment processes and provide practical suggestions for employers to become more age-inclusive.
The guide has 5 principles of action:
- Put age into ED&I
- Know your numbers
- Debias your job adverts
- Check your process
- Build awareness and confidence.
The guide is aimed at professionals working within Human Resources and recruitment, with practical recommendations and steps that help ensure their processes are inclusive of people of all ages. We have updated our initial guide (produced in October 2021) to build on the overall principles to introduce 3 new tools to minimise age bias in the recruitment process.
