If you want to see an example of best practice, check out Jobs/Redefined

We know from our extensive research that over-50s candidates, particularly role-changers and returners, require more nurturing through the application process and want to have opportunities to learn about company culture before applying for roles.

We know from our extensive research that flexibility is one of the top considerations for over-50s when considering new roles and opportunities. Flexibility in this context might not be part-time hours, but the availability of sabbaticals or unpaid leave to be able to fulfil travelling ambitions or caring commitments.

Just like tracking against other diversity metrics is key to ensuring a lack of bias through recruitment, tracking age through the recruitment process is key to understanding where candidates may be dropping out of recruitment pipelines.

Having both in-house and outsourced recruiters trained in age-conscious inclusion is key to ensuring that teams are not inadvertently screening out candidates based on outdated assumptions about experience, seniority, not being tech-savvy or lacking energy.

We know from our extensive research that over 50s feel under-invested in from a L&D perspective. There might be L&D opportunities available for this demographic however, often they might not be aware or need extra encouragement to find the time to fit in personal development.

Reverse mentoring is a great way to promote and strengthen multi-generational team relationships.

An age-related employee resource group (“ERG”) might be specifically for over 50s employees or a multi-generational teams group

Many DEI strategies have historically not included age as a segment or area of focus. We encourage our clients to include age and multi-generational teams strategy as part of DEI plans to embed inclusivity.