Age-Inclusive Employment: untapping the potential of over 50s

This toolkit provides advice on age-inclusive recruitment, including 10 top tips for CEOs.


The effect of the pandemic

The COVID-19 pandemic has caused an increase in unemployment, particularly impacting younger and older workers. As we recover, these segments represent an untapped reserve. Ensuring recruitment processes do not have inbuilt age bias will enable the engagement and appreciation of this talent and experience.

Download the toolkit for further advice and support on building an age-inclusive approach to recruitment.

Take an age-inclusive approach to maximise access to talent

As the UK economy starts to emerge from lockdown, an age-inclusive approach to recruitment will maximise your access to talent. Over 50s job-seekers have a wealth of skills and experience but often represent an untapped reserve. Jayne Haines, SVP Talent, Learning and Organisational Development at GSK and member of the Business in the Community (BITC) Age Taskforce, offers the following insights for building age inclusion in your recruitment processes.

  1. This is about your leadership shadow as CEO, ensuring people understand your commitment to inclusion and diversity.
  2. Educate your team. This means your leadership team, the HR team and all hiring managers.
  3. Monitor your organisation’s age profile and set multigenerational aspirations – ‘what gets measured gets done’.
  4. Building diversity in recruitment will need budget so be prepared to invest for future benefit.
  5. Check that your recruitment processes have age inclusion locked in all the way through, from job description to selection.
  6. Set expectations of age inclusion with your search companies.
  7. Work with other organisations that support older workers.
  8. Challenge your suppliers to be age-inclusive employers and share your approach with your value chain.
  9. Share your good news stories, showcasing the actions you are taking to build age diversity.
  10. Make age-inclusive recruitment a priority, embedded throughout your business.

Download the toolkit for further advice and support on building an age-inclusive approach to recruitment.

Business in the Community’s work on diversity and inclusion


Business in the Community’s (BITC) is working to ensure all employees feel they belong, have a voice, are valued and are able to be their true selves. We have three diversity and inclusion strands; age, gender equality and race equality.

BITC works with employers to respond effectively to the ageing population and the needs of older workers and to leverage the benefits of effective intergenerational working.
We support organisations to achieve a gender-balanced workforce where employers recruit and progress the best talent, irrespective of gender.
For over 25 years BITC has been campaigning to ensure ethnic minority employees are represented at all levels.
Health and Wellbeing and Diversity and Inclusion (D&I) are part of BITC’s Responsible Business Map.

Next steps: contact Business in the Community’s Advisory Service Team

Business in the Community (BITC) has years of experience in creating lasting change. We are passionate about increasing levels of diversity and inclusion within organisations of all sectors and sizes. Our advisors understand the challenges you face and will support you to create workplaces where everyone can thrive.

Contact our Advisory Service Team to find out more.