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Age discrimination in job advertisements has become an increased issue recently and employers need to ensure they are acting lawful under the Equality Act 2010. Such discrimination can be seen in advertisements that exclude people applying for certain roles based on their age. Specifically advertising for younger or older people not only limits your chances of finding the right candidate but also discriminates against people of certain ages and a claim can be made against you to an employment tribunal.
Ambitious Young People
Using phrases like “ambitious young people” or “youthful and energetic” straightaway excludes people from a certain age bracket to apply for these roles. These phrases clearly deter older, suitable persons from applying for such roles. With thousands of job advertisements asking for “recent graduates” it discriminates against someone who may have graduated over 10 years ago, but would also be highly suited for the position.
5+ Years’ Experience
Many young people are finding job advertisements that show clear signs of age discrimination impossible barriers to apply for these roles and getting a foot on the career ladder. If a job advertisement asks the candidate to have 5 years + experience in a particular role it could be seen as discriminating against someone who hasn’t yet had the opportunity to gain that experience as they are too young.
When writing a job advertisement it must be carefully written so that the criteria for the role doesn’t make it impossible for, or discourage a certain age group to apply. There are special circumstances where you may look for a particular age group to apply, and in these instances you must have a justifiable reason, or certain necessary requirements of the role and these must be clearly included in the advertisement.
For further information on how to avoid discrimination in your recruitment process please see here.