Tackling Ageism in Recruitment with 55/Redefined

It is a well-established fact that older workers have been greatly ignored as an ED&I characteristic, according to research published by 55/Redefined - an organisation championing the over 50s and looking to remove the barriers of ageism. Launched in September 2021 their aims are to drive positive change with organisations, getting them on board as an age inclusive employer through accreditation, and highlighting them as an age diverse employer of choice. Those already on board are companies from leading global brands such as AXA, Boots, Barclays, Capita, itv, Slater & Gordon, Bank of Ireland, dentsu, Brown’s Hotel, Hilton and Slater & Gordon.

What is the employer commitment required to become accredited?

Employers must ensure their recruitment processes are inclusive and accessible to workers over 50, through communicating and promoting vacancies fairly. They are also required to review their policies relating to retirement and invest in offering upskilling and training for this age group. There are accreditation options for different organisations and two steps involved, firstly registering and signing up to the “Age Inclusivity Charter” and then a senior recruitment leader passing the “Age Conscious Inclusion” learning module. For more detailed information on the accreditation process and commitments required, visit: Age Inclusive Accreditation

The effects of ageism on the economy

The pandemic prompted “The Great Resignation” when many financially secure workers sought early retirement leaving behind a huge gap in skills, knowledge and experience. Ensuring older workers stay in employment is essential to the UK economy through raising tax revenue and relieving pressure on public finances. A report by Centre for Ageing Better confirmed the number of 50 to 64-year-olds out of work has climbed by 175,000 since the pandemic and many may never return to work. The over 50s are also more likely to fall into long-term unemployment than younger age groups, and experts warn many could fall out of the workforce for good.

What have older workers experienced in the recruitment process?

In research conducted by Centre for Ageing Better, who create change in policy and practice with their partners, the UK’s population shift will mean that in less than 20 years, one in four people will be over 65. However, the following statistics currently show:

• 36% of those aged 50 to 69 feel their age is a disadvantage when applying for jobs with a statement made that typifies that feeling: “I have the skills that they’re looking for, I have the experience that they’re looking for. I think I can articulate myself well. So [age] is the only thing and I may be jumping to the wrong conclusion, I don’t know.” Another quote also sums up the general feeling, “I do know that I have now entered a sort of danger area as far as age is concerned as I am now over 50.”
• Having too much experience was also indicated as a reason for not progressing towards a role for 29% and the reasons provided to bypass a candidate.
• Ageism in the recruitment process has been described as “soul-destroying” and has a negative impact on well-being, confidence, sense of identity and financial security, leading to 76% of candidates put off applying and 33% having gone into early retirement.
• Ageism for those from Black and Minority backgrounds were even more likely to face age-based discrimination with 34% confirming concerns, against 18% of White participants.

What are common misconceptions of older workers?

This article, Myths debunked covers what is perceived as the case but is not the case, such as:

• Older workers do not learn as quickly as younger workers: There is no basis for fact on this thought process with the fastest growing group of internet users aged over 50. Learning can be achieved just as quickly as younger workers, with the added advantage of understanding what works best for the workforce.
• Older workers are not as productive as younger workers: Individual characteristics will determine how productive a person is and this can be affected by job satisfaction and their workplace environment.
• Older workers aren’t as creative or as innovative as younger workers: Research has shown that the most innovative workforces have a diverse age range providing accumulated knowledge and experience.
• Older workers take more sick days than younger workers: The evidence shows the contrary as older works are less likely to throw a ‘sickie’ and are more committed and contentious.

How can improvements be made in the process to address ageism?

Employers and recruiters need to avoid making assumptions about older workers based on stereotypes and ensure that all tools used in the recruitment process are "age-blind".

• Acknowledge there is a culture of ageism and that a change in culture is required.
• Study the age data collected to understand if there is a particular stage where ageism may occur and look to address this.
• Acknowledge that 48% of those aged 50 to 69 in the Ageing Better survey felt recruitment practices disadvantaged people in this age group and could be experienced during any of the stages.
• Those in their early 50s have been found to want to upskill more than any other age group so consider including training and upskilling in your vacancies.
• Consider how the language for job adverts is delivered, ensuring it is age neutral, such as not using words that indicate someone younger is preferable, such as “dynamic” and “energetic” as this automatically feels like bias.
• Recognise that some application forms will reveal someone’s age through the requested information required and should be changed to be “age-blind.”
• Interview panels should also be diverse as a young panel of interviewers will make older workers feel “out of place” and not provide a level playing field. The knock-on effects can lead to a lack of confidence in the interview and delivering a bad performance.

Who do 55/Redefined consider the ultimate re-definer?

Sir Richard Branson takes this title, having started several businesses in his 70s and currently acknowledging recruiters and employers need to understand the benefits of an intergenerational workforce. Having defied the norm, and often being dismissed as a serious businessman due to his laid-back casual look and approach, Richard Branson started out in the music industry with Virgin Records, moving to Virgin Atlantic and then a brief less successful venture with Virgin Cola due to Cocoa-Cola’s determination to squash the venture. His ultimate next enterprise was one he had always dreamed off, heading into Space.

What does Richard Branson have to say about ageism?

“I don’t think age is relevant” - Sir Richard Branson

55/Redefined recently interviewed Sir Richard Branson who spoke about the importance of future proofing workforces (watch the full interview on YouTube here). His interview covers the importance of businesses having an age strategy to retain talent, and for individuals to keep fit and healthy and remain resilient. Covered in one of Richard Branson’s monthly newsletters, he stated the importance that age brings to businesses such as wisdom, confidence, perception and experience. He has acknowledged there is an unconscious bias around age that needs to be addressed and a good start would be removing the age box from an application form, and other indicators that reference specific years.

Finally, which platforms will ensure you attract diverse and inclusive talent?

In supporting organisations who work with focus groups supporting protected characteristics, ensure you advertise your vacancies with the following: 55Redefined.co, BMEjobs.co.uk, LGBTJOBS.co.uk, Disabilityjob.co.uk, UpReach.org.uk, RareRecruitment.co.uk and Includability.co.uk

Conclusion

It is clear from the many surveys and research held that older workers feel disadvantaged and discriminated against due to their age. The effects of this are huge and affect confidence, health and financial security. Assumptions and stereotypes of what older looks like should be addressed to avoid bias in the attraction and hiring process, where experience and talent should be part of the agenda for a successful business to thrive. The requirement for diverse panels needs addressing to ensure that older workers are considered for new opportunities and are welcomed into joining the workforce. Lastly, the media world should look to increase their representation of the over 50s in their advertising to show the need for the ageing population to belong and be part of society. Everyone should recognise, if not already there, they will be 50 and over one day, facing all the challenges addressed and resultingly want to champion the need for change.

“If your business doesn’t have an Age Strategy, it doesn’t have a Growth Strategy.”

Lyndsey Simpson, Founder & CEO, 55/Redefined