9 SEP 2023

Crafting Age-Inclusive Job Adverts: A Step Towards a Diverse Workforce

In today's dynamic working environment, fostering a multigenerational workforce is becoming an essential facet for businesses worldwide. As the landscape changes, it is imperative for companies to align their recruitment strategies with inclusivity, thus not missing out on any prodigious talents, especially from the older age demographic.

According to recent findings from the Centre for Ageing Better (CFAB), a substantial portion of individuals in their later years feel at a disadvantage when seeking job opportunities. Sadly, the hindrance often stems from the language utilised in job adverts, which sometimes deters those who are 40 and above from applying. Hence, there's a pressing need to revisit and remodel our job advertisements to be more inclusive, considering a significant segment of the UK workforce consists of individuals over 50.

In light of this, we've compiled a guide featuring five pivotal strategies to assist you in crafting age-inclusive job advertisements. Here's how you can make your job adverts more welcoming for all:

1. Highlight the Necessary Skills Over Years of Experience
Traditional job adverts tend to emphasise the number of years of experience a candidate should possess, which might sideline a group of potential talents. It's important to acknowledge that older individuals often bring to the table a rich repository of transferable skills that could be an asset to various roles. Hence, steering the focus towards the skills required for the job rather than the years spent in the industry could be a game-changer. This shift not only opens doors for older candidates but also benefits younger aspirants who are equipped with the necessary skills but lack years of experience.

2. Choose Your Words Wisely
The power of language cannot be undermined when it comes to job adverts. Sometimes, words and phrases inadvertently alienate older candidates. Terms such as 'recent graduate', 'innovative', and 'tech-savvy' may resonate more with younger individuals, leaving older candidates feeling less suited for the role. A more inclusive approach would involve focusing on the specific abilities required for the job, incorporating neutral terms like 'knowledgeable', 'loyal', and 'dependable' that resonate with a broader audience.

3. Reflect a Multigenerational Workforce through Imagery
In this era, a company might house employees from diverse age groups, working harmoniously side by side. Reflect this rich diversity through the imagery associated with your job advertisements, be it on your website or social media platforms. Including pictures that represent all age groups can foster a sense of belonging and inclusivity amongst potential older candidates.

4. Rethink Employee Benefits to Cater to All
Employee benefits mentioned in job adverts can be a mirror reflecting how a company values its workforce. However, it's critical to assess whether these perks appeal to all age groups. Flexibility in working hours, for instance, is a significant attraction for candidates aged 50 and above, facilitating a balanced life accommodating other responsibilities. Unfortunately, the present scenario sees a minuscule percentage of job adverts highlighting the provision for flexible working hours, thereby missing out on engaging a skilled demographic.

5. Showcase Your Commitment to Diversity and Inclusion
A company's dedication to diversity and inclusion should be prominently displayed, encouraging candidates from various backgrounds to step forward. Your adverts should unequivocally state the equal opportunities extended to all candidates, devoid of any bias based on age, race, gender, or other protected characteristics. Illustrating your commitment through an inclusive statement can instill confidence in potential candidates about your fair and unbiased hiring policies.

Closing Thoughts
In the quest for a vibrant and productive work environment, it's crucial for employers to revamp their recruitment strategies, ensuring the inclusivity of all age groups. By doing so, not only are we moving a step closer to eradicating ageism in recruitment, but we are also expanding the pool from which we can tap potential talents, fostering a richer, more diverse workforce for the future.