Will you still need me, Will you still feed me, When I’m sixty-four

From the moment you begin to write a job advert to the moment an employee leaves your team; you and all your staff have to ensure that you do not age discriminate. The recent news coverage of the medical secretary aged 88 having a successful claim against the NHS should be a warning to us all. The lady in question was grey haired and walked with a stick – however she was clearly very capable of her duties and had an admirable strength to take on the fight that she did – I’d like her on my team with that passion and enthusiasm, wouldn’t you?

In most working environments a wide range of ages will bring with it a wide range of experience – both of life generally and within the work place. It provides employers with succession planning opportunities and employees with advice, support and expertise from people whose knowledge will differ to theirs.

A team made up of 30 somethings will all be looking for promotion and their prospects at a similar time, with only one team leader it is likely that some of your team will need to move elsewhere to gain their promotion. However, a balanced mix of ages will give the team a better chance of remaining stable as the promotional ladder looks more viable for them.

Top Tips for ensuring you do not discriminate on Age

1. Make no reference at all to age in a job advert, even if you think it would suit a young person or an older person, or somewhere in between – don’t mention it. Even if you are recruiting for someone for hours that would suit someone still in education, retired or a parent, leave your opinion out of it (this can be quite hard to do!)
2. Plan interview questions that do not mention age or anything to do with being able to calculate age from the question – however innocent it may be. Use your interview plan and don’t ask chatty questions that could slip you up. Stay relevant.
3. Ensure all training, activities, staff outings etc are suitable for all ages within your workplace. Training should be job/role based and available to all that need it to do their job. Any activities that happen should be suitable for your team (get their input and opinions and you will get it right – make no assumptions that your oldest team member won’t want a trip to a theme park!)
4. Make no reference to lack of understanding of modern technology for an older worker – assume that they are as keen as and as capable as anyone else to learn something new as the rest of your team.
5. Don’t make any assumptions – there are reliable, hard working youths and there are mature people who are unreliable with no sense of responsibility. Its not age its work ethic.
6. Check out your policy that covers retirement and ensure it follows the law and guidelines for your industry.
7. When holding Development Reviews ensure that everyone is asked the same questions in relation to their future. You can’t ask ‘when are you planning to retire?’ but you can ask ‘Where do you see yourself in 5 years’ time’