The CIPD, Centre for Ageing Better and REC have launched a toolkit for employers to help them be more age-inclusive in their recruitment processes.
A new toolkit has been launched which sets out the key actions employers can take to make their recruitment more age-inclusive, including debiasing job adverts and putting age into equality, inclusion and diversity policies.
The toolkit, published by the Centre for Ageing Better, the Chartered Institute for Personnel and Development [CIPD] and REC, comes as studies show a mismatch between employers’ and older employees’ perceptions about ageism in the recruitment process and amid rising concerns about long-term unemployment among older workers who have lost their jobs as a result of the pandemic.
Based on the Centre for Ageing Better’s Good Recruitment for Older Workers (GROW) project findings, the toolkit provides practical suggestions for employers to become more age-inclusive.
It offers five key actions employers can take to make their recruitment more age-inclusive:
The aim is to help employers take advantage of the benefits of being more age-inclusive, including increasing productivity and knowledge-sharing, boosting their reputation as an age-inclusive workplace, mitigating the discrimination felt by older and younger jobseekers and ensuring their organisation is prepared for an ageing workforce.