We are pleased to share that recruitment solutions provider, RTM, have been awarded Age Inclusive Accredited Employer status through our Work/Redefined programme to develop first-class age-inclusive recruitment practices which are fundamental to future proofing the workforce.
At Work/Redefined we are passionate about developing long lasting partnerships with forward thinking companies who challenge the status quo, just like RTM.
“RTM recognised a shared set of values with 55/Redefined and its founders. The thought leadership and focus on not only Age Diversity, but specifically the hidden or invisible talent that exists in the employment market, resonated hugely with our business,” says Deborah Boardman, Group Director of Operations at Rethink.
We caught up with Deborah to discuss more about age diversity and the future of workplaces.
Why is it important to RTM to tackle ageism, what more do we need to be doing as a society and why in your view, is a programme like Age Accreditation, an important step?
“From an overall society perspective, we all (recruitment and employer businesses alike) have a duty and responsibility to reach out to and engage with talent communities from school-age learners and leavers, apprentices, graduates and early careers through to experienced professionals, returner- and career-break professionals, retirees and so on. Ignoring the hidden talent within all of these ages and experience levels is not only foolish, but it’s also wrong.
RTM is a business brave enough to consistently challenge itself and its clients. At the same time our business is a big believer in outsourcing – not a surprise! We know what we are good at, and we want to focus on those areas that we are good at. We can’t be the jack of all trades and masters of none, so when the opportunity arises for us to partner with a business like 55/Redefined, and through that partnership encourage our own constant learning, education and accreditation with a specialist in its field, then we will embrace that opportunity to the fullest.
If we can then share that learning, run collaborative events and introduce our clients to our partners, and vice versa, then again, we wrap our arms around that precious partnership and work together to promote the work.”
Are there any practices or programmes RTM follow when it comes to diversity?
“Whilst not an official programme per se, our structure allows for and actively encourages creativity within our own hiring processes – we promote a ‘no fear’ culture whereby if we recognise a competency or skill set in – for example, a ‘teacher with 20 years in education demonstrating an interest or desire to apply those skills to a role in recruiting’ – then we say, ‘Why not?’. Much of this is born out of the RTM culture which in itself is founded on curiosity and challenging the norm. Our name says it all really - Rethink Talent Management.
Officially, via RTM’s Consulting Centre of Excellence, our business has supported a significant number of prolific client brands through auditing, data insights and research projects to help them to understand their own talent landscape, identify their desired target audience and support with reaching the how in terms of desired objectives and goals.”
Looking ahead to the rest of the year, what does RTM have planned?
“While 90 per cent of our time and dedication is spent on supporting our clients with their hiring challenges and helping them to attract and hire their future employees, we are not ignorant of our own need to continually improve our own hiring approach and processes. Under the watchful eye of our Director of People, Lucy Ponsonby, we are living and breathing our own TA Transformation project including a revamp of our own EVP. A part of this is to improve how we manage our own alumni programmes, how we create a working environment that is attractive to individuals at various stages of their own careers, how we develop sophisticated training programmes for highly experienced individuals who might never have worked in our industry before, and perhaps most importantly, how we ensure that our own unconscious bias is tackled head-on.”
What is Age Inclusive Accreditation?
Age Inclusive employers play a leading role in changing attitudes for the better and challenging age discrimination. They are changing behaviour and cultures in their own businesses, networks and communities, and reaping the benefits of inclusive recruitment practices.
The Work/Redefined Age Inclusive Accreditation scheme supports employers to recruit and retain great people, and:
- Draw from the widest possible pool of talent
- Improve employee morale and commitment by demonstrating that you treat all employees fairly and will continue to create new opportunities or flexibility for your workforce as they grow older
- Demonstrate your commitment to ESG (Environmental, Social and Governance) initiatives building a sustainable, resilient, and purpose-led organisation.
- It also helps customers, prospective employees and other businesses identify those employers who are deeply committed to equality in the workplace.
To join RTM and become an Age Inclusive employer and join the movement changing attitudes for the better and challenging age discrimination, click here.