How will breaking taboo's unlock a new pool of Talent?

It is safe to say that, in the current climate, organisations would shudder at the thought of inadvertently implementing ageist or sexist practices to alienate their employees.  However, recent reports highlight that both of these things are widely reported by employees.  Addressing these inequalities head-on will ensure that two significant pools of talent; working mums with children and the over 50's, are embraced and developed to their full potential. 

Let's start with the facts, as they paint an interesting picture:

• An estimated 13.5 million jobs will be created over the the next 10 years - during which time only 7 million people will enter the work force.

• Over 30% of the UK workforce are aged over 50.

• Across all sectors, 1:10 workers are aged over 60. 1:5 are over 50.

• Managers rate team members aged over 50 over a third lower than younger age groups for their keenness to learn, develop & progress.

• Over 50's themselves rate their own keenness to develop at 94%.

• Half a million more women than men are seeking work.

• 1:10 women report having to leave their jobs after maternity leave after being treated poorly or edged out of their positions.

• When flexible working practices are implemented for mums with young families, over a quarter report fewer work opportunities.

• The number of self-employed women in the UK has risen nearly three times faster when compared to men.

So, what does this mean for businesses looking to recruit and retain the best talent when competition is high?

Firstly, it's important that HR conducts a review, to ensure both the robustness of employment practices in place and to weed out anything that could be causing negative experiences or limiting the opportunity of any employee.

Employers really need to break the taboo's. They need to challenge themselves to acknowledge and address any underlying or explicit inequalities that may exist for all employees, especially for working mums and the over 50's.  They need recognise the potential challenges their business may face if this huge drop off of talent in these two groups is reflected in what they see and continues.

There are quite simply not going to be enough young people to fill any gaps that are created in existing roles and new ones as they arise. This could result in skills shortages, lower productivity, inability to meet internal and external expectations and ultimately impact on long-term profitability and growth. 

Whilst there are many measures organisations can take as part of a long-term strategic plan to both nurture young talent and support longer working lives, there is also an opportunity for organisations looking to innovate and attract some of the talented working mums and over 50's into their own talent pool.

As recruiters, we find that candidates from both these groups are highly motivated, ambitious with a broad range of skills and experiences to offer.  Whilst is has been reported that less people are likely to leave a stable job in the current economic climate, there is a wave of discontent amongst these groups which means that accessing them as a passive candidate may be a way of offering them an opportunity for an exit strategy.

Are you going to break the taboo's….? Working mums with children and over 50's have a huge amount to offer the modern workplace and can often inspire and be role models to existing employees.  The time is now to put in place the plans to tap in to this.