Age Concern dos and don'ts

Most of us wouldn’t dream of allowing gender or racial discrimination to creep into our job descriptions. But age discrimination isn’t always as easy to spot. So here are a few handy hints to help you make sure that you’re pro age, not anti age.

DO remember that you can be held liable for discrimination against the young as well as the old.

DON’T set age limits or age ranges, e.g. “min 7 years experience” or “30-35 years old”.

DO focus on relevant experience, skills and ability, e.g. good communication skills, 3D, workshops etc.

DON’T forget that whilst it’s OK to ask for Photoshop experience, insisting on a GCSE English would discriminate against people who left school before GCSEs were introduced. “GCSE’s or equivalent” is acceptable.

DON’T be subjective on the basis of physical characteristics and unfounded assumptions, and ensure that decisions are based on objective criteria, relevant to the job and merit.

DON’T use restrictive phrases like “young graduates”, “mature person” or “salary dependent on age and experience”.

DON’T let discrimination creep in further down the line in the recruitment process.

DO make sure your interviewers know that age should not affect – or be seen to affect - who they choose.

DO ensure that any work-related tests you ask a candidate to take doesn’t discriminate against certain age groups.

DON’T forget to be careful when feeding back on candidates or CVs – being concerned that someone lacks gravitas is one thing, saying one is too young is another.

DO think about recording candidate assessments against Regulations friendly criteria.

DO write specific job briefs for each role that can be compared with successful candidates that prove your choice was not discriminatory.