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Age is just a number

By Helen Beckett

1st October 2006 saw a new dawn in recruitment with the introduction of The Employment Equality (Age) Regulations (2006). It’s the biggest piece of workplace legislation since sex and race discrimination laws were introduced in the 1970s, only this time, everyone is affected. Under the new laws, age really is just a number. Here’s how the new legislation can work for you.

If you’re good enough, you’re old enough
Employers will now have to be very careful using phrases such as ‘youthful vitality’ or even ‘substantial experience’ when advertising for candidates. There is no real list of banned terms but recruitment experts are advising employers to keep their job adverts generic to steer clear of any potential legal landmines.

Young workers in their 20s with the correct experience and aptitude can now go for big management jobs where in the past they may have been deterred by job descriptions that requested ‘significant’ or ‘substantial’ experience or a ‘mature’ candidate.

“Quantify your experience in terms of a result you achieved”, advises Belinda Martin, manager at recruitment consultants Joslin Rowe. This could result in your looking at jobs that you may otherwise have discounted on the grounds you haven’t done enough time in a role or a sector.

Likewise, 40+ jobseekers who fancy working in a fast paced environment can go for it if they can demonstrate their enthusiasm and energy. Mentions of ‘energetic’, ‘dynamic’ will be seen less frequently in ads, opening up job opportunities the older generation previously felt excluded from.

“Present a skills-based CV”, recommends Belinda. Even though the new laws outlaw age discrimination in job ads, there’s no point pandering to people’s prejudices in your own CV. A chronological CV draws attention to the long years. Instead highlight the key skills and experiences you have attained, relevant to the job in hand.

New attitude
Your CV is now an even more vital tool for describing your own attributes and dispelling any stereotypes surrounding your age “Employers are going to have to get a lot cleverer at looking for the people they want without discriminating”, confirms Adam Hartley, partner with DLA Piper Rudnick.

An audit of skills and specific work experience is a good first step, allowing you to check how you measure up against a job spec.

Recruitment consultants have been recommending ditching your date of birth from your CV for some time. Now best practise dictates you mirror the law for employers and avoid reference to your age. You should still include dates of employment as employers will still need to check you were where you say you were.

Further information
If you think you you’ve been discriminated against because of your age, consult your nearest Citizens Advice Bureau.

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