Employers need to improve the way in which they recruit, and retain older employees.

Over 50’s now make-up 31% of the total UK workforce, however, the employment rates of older workers continue to reduce rapidly for a number of reasons including early retirement, ill health or a move to self-employment. Those older workers looking to re-enter the workforce find it harder than other age-groups to find new employment, which can be a result of discrimination on the part of employers and recruiters.

Reduced opportunities for flexible working also makes it more difficult for this category to remain in employment, for instance, if they have caring responsibilities or have a long-term health condition. This could result in employers facing significant skills shortages, particularly after the UK leaves the EU, and recruiting EU nationals is far more difficult.

Because the UK has an ageing population, it’s more important now that ever for employers establish HR policies and practices geared towards the recruitment of a diverse age work-pool.

What can Employers do?

•  Understand the skills and diversity of their workforce, and have the plans to meet the businesses’ future skills-set.
• Sharpen-up recruitment practices to reduce age-related bias, for example, the wording for job adverts to exclude discriminatory terminology, keep CVs anonymous whilst reviewing them, and draft interviews questions around performance of the job.
• Keep investing in training and performance improvement throughout all employees to ensure that all workers have the same opportunities.
• Offer flexible working to allow those employees with health conditions or caring responsibilities a change in working arrangements. Employees have the right to request flexible work after 26 weeks.

 

For help relating to any of the above, please get in touch with Konnect HR.