Age discrimination during a recruitment process is something that you may, unfortunately, come across.
However, if you do find that there is ageism in job adverts or throughout the recruitment process, you do have options…
Because age is a protected characteristic, which means that under the Equality Act 2010, you’re protected by law against discrimination because of your age.
Ageism In Job Adverts
Ageism in job adverts is more common than you think.
Whether it’s something that the recruiter or business was conscious of when writing the job advert is irrelevant – if the outcome is that it is discriminatory, then you have a case.
When it comes to job advertisements, employers aren’t allowed to include age limits.
And not only that, but they must avoid using words and phrases that might suggest they’re looking for candidates that are a particular age or in a specific age group.
That might be phrases such as ‘recent graduates’ or ‘minimum of 15 years’ experience’.
Of course, there may be instances when an employer is hiring for a senior role and experience might be a part of this…
But that should be made clear through qualifications, relevant experience, and the salary on offer. Part and parcel of any recruitment process is selecting people for interview, and the job advert should not be making assumptions on age.
Age Discrimination During Interviews
Age discrimination can occur during job interviews, and it might not always be noticeable.
For example, if you’re asked what your plans are for retirement in a job interview because you’re perceived to be older, this is discrimination on the basis of your age.
It actually doesn’t matter whether you are older or not. Just the assumption by the interviewer that you are can make it discrimination.
There are plenty of questions that might make assumptions about your age that could crop up in interviews, but if you feel that you’ve been treated unfairly or discriminated against, you do have options.
Discriminated By Ageism In Selection Process
The selection process is one of the most likely parts of the hiring process for ageism to occur.
That’s because an employer may have made the decision that they’re looking for a certain type of employee (perhaps a recent graduate or someone over 30, as examples).
And if that’s the case, they’re more likely to look to select a similar pool of candidates for the interview process, whether it’s a first stage, second stage or final interview.
Part of the issue with the selection process is that it may not happen directly.
Because the selection process involves the employer making decisions on who to move forward in the process with and it isn’t necessarily conducted in front of you – in fact, it almost certainly won’t be.
Examples Of Age Discrimination During The Recruitment Process
Age discrimination can take many forms and there isn’t a hard and fast rule for what to look out for.
But a job advert that specifically states they’re looking for ‘recent graduates’ or questions about your retirement plans would be two obvious examples.
The reality is that ageism can occur during the hiring process, whether the employer does it intentionally or not.
But at Solicitors Near Me, we’re here to help.
Our goal is to simplify the legal part of the discrimination process as much as we can by connecting you with an expert employment discrimination solicitor near you for FREE so that you can get the help and advice you need.
Because age discrimination should NEVER occur but if it does, you should have access to the legal support you need to win your case.
You’re under no obligation to press ahead with the solicitor we connect you with and until you decide to proceed, everything is completely FREE.