Why your charity should tackle ageism in the workplace

The UK has a rapidly aging population. Over-50s make up more than 30% of the working-age population and the State Pension is potentially rising to 70 years. That means there is a growing number of over-50s in employment.  

Alongside this, 40% of charities are struggling with recruitment, and 57% of vacancies defined as hard to fill. Attracting more older workers into your charity could be one way to access skills, expertise and talent.

Tackling age discrimination 

Charity recruitment experts CharityJob found that 38% of respondents in their Diversity and Discrimination study said they had faced age discrimination. And that’s at both ends of the age scale, with 41% of people over 40 and 31% of people under 30.  

Research from job site Totaljobs, found that the average age at which candidates are considered ‘too old’ for a role is 57. In England and Wales, this is 4.2 million people at risk of ageism when looking for a new role.  

Yet ageism in the workplace is often overlooked, particularly when it comes to recruitment. In fact, in one survey, CharityJob found that just 9% of respondents mentioned age as a form of discrimination.  

Embracing age diversity 

Under the Equality Act, employees are protected from age discrimination in at work. That includes every area – from recruitment, employment terms and conditions, through to promotions and training. 

There are lots of benefits to having age diversity in your charity. With the pension age potentially increasing to 70, teams could potentially have an age range spanning decades. Having a multi-generational team can bring a range of perspectives, experiences, and knowledge. That gives a rich mix for employees to learn from each other, find new ways of approaching problems and challenges, and build a creative and innovative team. 

One way that team members can learn from each other is through two-way mentoring, when older employees share skills and knowledge with younger team members, and vice versa. As well as sharing valuable skills, this cross-generational learning can help to build a stronger team and break down any perceived barriers.  

Supporting an age-inclusive workplace 

According to the NCVO, 28% of employees in the voluntary sector are aged 55 and over. This is a higher proportion of older employees than in the public and private sectors. But there is always more that can be done to eliminate any kind of discrimination. Here are some areas to consider, particularly around age inclusivity and recruitment.    

Sign the Age-friendly Employer Pledge 

Launched by the Centre for Ageing Better, the Age-friendly Employer Pledge is a nationwide programme for UK employers to show their commitment to older workers and create an age-friendly culture.    
 

Avoid ageist language in recruitment adverts and job descriptions 

That means avoiding phrases such as ‘recent graduate’ or ’15 years’ experience’. Avoid specifying how many years of experience are required, and focus on the skills and knowledge needed for the role instead.  
 

Avoid ageist imagery 

If you’re including images in any aspect of the recruitment process, whether that’s social media or recruitment packs, choose your imagery carefully. Try to include a range of people in any images, to avoid a particular age group feeling excluded. Take a look at our article on how to find inclusive stock imagery.   
 

Promote flexible working 

The 50Plus Choices Employer Taskforce found that three-quarters (72%) of over-50s in the UK want flexible work to achieve a better work-life balance. One third (34%) want to work flexibly because of caregiving responsibilities, while others stated reasons including to enjoy other aspects of life, manage the transition to retirement, and have more personal time. 

For any new role, establish what flexible work arrangements are available and make them clear in the recruitment process. Discuss this internally at the start of the process, and include any possible flexible working arrangements clearly in recruitment communications. Older workers are more likely to want to have flexible working options and to work part-time.  

Try not to ask candidates about their preferred working arrangements until after an offer has been accepted. According to the Centre for Ageing Better, this will help to eliminate any bias towards candidates who want flexibility.

Research best practice around age inclusivity 

There are lots of helpful resources available to help organisations tackle ageism. For example the CIPD, the Centre for Ageing Better and the REC have put together a toolkit for age-inclusive recruitment and  the Department for Work & Pensions shares guidance on employing older workers and working past 50.  Charities should continue to research and utilise available resources to ensure they prioritise inclusion effectively.