Take a look at the variety of ages within your office. Does it seem that the employees who have been there the longest are much older than the more recently recruited? It is not unusual but is it right? Is ageism creeping in?
The norm to recruit younger people before looking at the older generation needs to stop.
HOW TO ENSURE AGEISM DOESN’T CREEP IN
So, ensure you consider:
- including age diversity into your recruitment plans. Most recruitment plans include a look at diversity – from race to language to everything in between. Make sure age diversity is there too
- take advantage of the older generations experience and knowledge. Consider their wisdom and advice as a capital asset to the business
- drawing on their ability to mentor the younger employees. In fact, it could be a great idea to assign an older employee to a younger, thereby they can both give of their skill sets and knowledge to each other
- what your job descriptions look like. Do they lean too much towards a younger focus. Is the lingo too tech-heavy and the jargon too youth-orientated?
- note asking for dates of birth or years when qualifications were completed. You will then open it up to a wider audience and candidate type
- adjusting your advert images and general marketing graphics with a varied age focus. This will show that you are not age discriminating
- what the hard and soft skill sets are. Consider skills that are not age-related – more generic and less superficial
- what your company culture is all about. Is it heavy on the youth side as in trendy lingo, up-beat young activities and not taking into account what the older generation might prefer
- that the typical retirement age is not the norm anymore. Consider that many can work far beyond 60 or 65
- that over-qualified people, no matter their ages, should be considered too. Times are tough and very often, while someone may have mounds of experience and excellent qualifications, they may be willing to work in that job anyway