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Previously we have discussed the way the media portrays the younger workforce (in particular Gen Z). This is often in a way that makes them seem difficult to work with, self-absorbed and lazy. The media plays a huge factor in the generational divides that are so common in the workplace. It creates misconceptions and stereotypes - dissuading different groups from communicating and truly understanding and respecting each other. This increases conflict and leads to a higher likelihood of ageism and a less productive workforce. However, whilst we have previously focused on younger generations, the media also has a habit of portraying older generations in an unflattering light. In particular, those over 50. In the harshest headlines, those in the cohort are described as burdens, often suffering ill-health or incompetent in the modern world. All completely false and broad stereotypes which lead to employers becoming increasingly hesitant to employ them. This [...]

Language is very complex. It changes frequently, particularly with generations as they are exposed to different experiences. The biggest change in language can be seen through Gen Z. The exposure to the internet and the easy access it gives to communicate with different people has meant that the way Gen Z uses language is very different to previous generations. It also creates words that can slowly lose their meaning due to the barrier of communication between Gen Z and other generations like Gen X and Baby Boomers. A simple way to see this follows the trend of Gen Z's rising concern for social issues like equality and environmental issues such as climate change. This created a "woke" culture. Woke means to be aware of and actively attentive to important social issues like injustice. However, in very recent times, it has become a blanket term for a wider set of social [...]

Gen Z is the generation born between 1997 and 2012. They have been shaped by the digital age, rising concerns over climate change, a tricky financial landscape and the pandemic. The internet and technology have had a massive impact on their lives and so the way they view the world and interact with it, differs significantly from previous generations. However, it could be argued that much of the media coverage of Gen Z does not put it in a favourable light. Many articles written about the generation tend to focus on the faults rather than the potential benefits of the cohort, benefits we discussed in our previous editorial. To discover more, we created a questionnaire and got a population of Gen Z to complete it. The results from our research show, 63.6% of respondents said that they believed the portrayal of Gen Z in the media was uncomplimentary. Much of [...]

As an organisation, one of our main focuses is spreading awareness of the benefits of having an age-diverse workforce. This has mainly been done through the perspective of including older workers. However, following last week's editorial, we shall be discussing the advantages of having younger workers, specifically those with very limited experience. This includes graduates fresh out of university and early talent. Many organisations miss out on this cohort as their job requirements unnecessarily specify 5-7 years of experience. With older generations, a big benefit is their level of experience. For younger generations, their lack of experience is their biggest advantage and can help businesses. Because they are fresh slates with limited training and evolution, the firm can invest in their development and mould them into the perfect fit for the role they need to fill. Whilst this can be a costly endeavour, training employees can help boost retention rates [...]

We have spent a lot of time discussing the difficulties older generations face in the job market but younger generations, particularly those leaving university, also face serious challenges. Growing up, there is often a focus on getting a degree to help find a job. Whilst this has begun to change in recent years, most young people decide to go to university and follow the traditional path. There is a perception that this means that young people find jobs easier. In a recent CMI report, managers stated that they preferred younger workers to older workers, most commonly fresh graduates. However, in reality, this is not the case. In truth, the graduate market is highly competitive because there is an overabundance of qualified graduates. Some of The Times Top 100 employers receive 650+ applicants per vacancy for their structured graduate schemes. Only 52% of graduates find a graduate-level job, the others are [...]

Recently, the Age Diversity Forum has been concentrating on the benefits of having an age-diverse workforce. One of the main benefits we've highlighted is compliance with the 2010 Equality Act. In our editorial, one of the cases we discussed was the one of Superdry PLC and the fallout of that. "75% of professionals who experienced age bias, expressed it occurred during the job search" In the past few months, Eli Lilly, the American pharmaceutical company has also had to settle a few lawsuits. The first lawsuit agreed just two months ago with a payment of $2.4 million with the U.S. Equal Employment Opportunity Commission. This resulted from accusations that the company intentionally under-hired older candidates between 2017 and 2021. The senior vice president had announced goals for early career hiring (recruiting those who have 0-5 years of professional experience). They then changed their hiring preferences and intentionally under-hired older candidates [...]

With the ever-increasing rise of technology in everything we do, it is only natural it starts to be used in the business case. In particular, there have been several advancements in AI. It is tempting to imagine something similar to what we're shown in film and TV, maybe akin to Skynet but in reality, it is often used in more fundamental tasks such as in recruitment. Using AI can easily speed up the hiring process by using it to source the most suitable candidates more quickly. This is something that has been done for ages by sites like LinkedIn which matches job seekers with opportunities and makes it easier for recruiters and those looking for employment to connect. The software is looking to improve itself and take care of the more mundane parts of the processes. Allowing recruiters to spend more time preparing their candidates rather than going through all [...]

In our last editorial, we discussed the multitude of benefits that comes with having an age-diverse workforce. One of the advantages we highlighted was compliance with legislation. We asked in a poll, what readers thought the most significant benefit of an age-diverse workforce was and found that no one answered compliance. In this editorial, we shall be expanding on why it should be a business' first consideration. The Equality Act 2010 legally protects people from discrimination in the workplace and broader society. It combined several separate inclusion acts into one that considered all the characteristics. Within these attributes is age. Everybody belongs to an age group, which means that is much more likely that someone will experience discrimination about their age whilst perhaps with the other characteristics, you have to belong to a specific group. Breaching the 2010 Equality Act could lead to the firm being taken to court, a [...]

The Midlife MOT has been the centre of discussion for our editorials recently. It is the UK Government's (potentially flawed?) scheme to increase the number of older people in the workforce. This is done through an assessment of their skills, health and wealth. But what are the advantages for businesses including older workers in their employee network? Outside of being "the right thing to do", there are many other benefits to a business through including a wider range of generations. One big reason for businesses to consider a multi-generational workforce is compliance and legislation. Age is one of the nine protected characteristics under the 2010 Equality Act and is the only one to affect all of us, we are all of an age. Discriminating against it would be breaking the law which could result in a costly dispute. Indeed, there have been several cases in recent years with huge international [...]

In our previous editorial, we discussed the Midlife MOT and its potential challenges. The Midlife MOT was launched into the DWP’s job centre process to help older workers assess their skills and provide guidance for financial planning. The idea was that the MOT would increase confidence which would encourage those over 50 to find their way back into the job market. It faces many challenges including its core as a window-dressed solution to the lack of Over 50s in the workplace - due to its lack of support in finding employment and its ambiguity regarding the assessment of workers' skills. For its 75th Anniversary, the Chartered Management Institute (CMI) released a report focusing on age in the workplace. The data within suggests a new challenge: people do not know about the Midlife MOT. A poll showed that 85% of those questioned were unaware of the MOT. Of those who were [...]