Doing business in the age of accountability Impact of Age Legislation on Recruitment

A new report on Age and Recruitment produced by the Chartered Institute of Personnel and Development (CIPD), Cranfield School of Management and Beachcroft LLP, examines the impact of age legislation on recruitment.

The Age Legislation, which came into affect in October 2006, makes it unlawful to discriminate against workers, employees, job seekers and trainees because of their age. The regulations left some organisations confused and wondering whether they needed to close graduate recruitment schemes and lose language such as ìexperienced, young and dynamicî for fear of falling foul of the law.

Age and Recruitment provides practical guidance for employers and gives examples of innovative practice from the following organisations: ASDA, Cancer Research UK, Co-operative Group, HSBC, Marks and Spencer, NHS Employers and Royal Mail. The publication highlights what companies need to be thinking about when reviewing their recruitment practices and policies, and shows how some businesses are achieving an age diverse workforce through recruitment initiatives.

Sally Humpage, CIPD Employee Relations and Diversity Adviser, says: ìCIPD research shows that some aspects of employment are causing businesses more challenges than others. The guide highlights a number of issues about recruitment practices that should be considered in light of the age legislation and hopefully debunks some of the urban myths.

ìMore still needs to be done to raise awareness of age discrimination issues but the research shows a number of employers are starting to move beyond good intentions towards delivering strategies that contribute to achieving an age diverse workforce.î

The report draws on findings from best practice organisations and highlights a number of issues that should be considered when recruiting. It examines six different stages listed below and offers guidelines in addressing the age legislation:

- Advertising and attraction
- Application and Recruitment agencies
- Selection and assessment
- Graduate Recruitment
- Monitoring
- Communication

Humpage continues: ìBeing positive about age is about building an effective workforce of different ages. Businesses of all sizes are reporting the benefits of employing an age-diverse workforce, namely a higher retention rate, lower absenteeism, increased motivation, greater flexibility and a wider pool of skills.

ìIt is essential that recruiters are educated and trained effectively so that they are aware of the requirements of the age legislation. Bringing in the right policies and practices in the workplace is a huge step in eliminating age discrimination. ì

Dr Emma Parry, Research Fellow at Cranfield School of Management and author of the research said, ìOur examples of best practice show that companies are successfully creating age diverse workforces with innovative recruitment policies to attract employees from both ends of the age spectrum ñ as well as those in between. They may be in the minority at the moment, but this report shows that companies can benefit from recruiting and developing both younger ñ and older ñ workers.î

Rachel Dineley, Partner at law firm Beachcroft LLP, adds: ìAs the law becomes ever more complex there is a tendency to see new legislation as yet another stick to beat employers with. The greatest challenge can be to appreciate and communicate the valuable principles underlying the law. Effective training coupled with the development and implementation of best practice should not only minimise the legal risks but bring real benefits to employers ñ thatís the carrot.î