Recruitment

When you are recruiting staff, make sure that age is not used as one of the criteria for a job. Take out any reference to age (such as a preferred age range) in recruitment advertisements and check that you are not using ageist language inadvertently in the description of the role (terms such as ‘young and dynamic’, ‘recent graduate’ or ‘mature’, for example, are not allowed).

Similarly, referring to French GCSE may discriminate against people who have an ‘O’ Level. Instead, use an alternative such as ‘applicants must be able to speak basic French.’

Remove the date of birth section from your job application forms and include it only in the staff performance monitoring forms which are retained by HR.

In interviews, try to avoid asking candidates any questions which point to their age, unless there is an objectively justifiable reason for asking. Remember that this will include quizzing them about when they achieved their educational qualifications.

Recruitment
Promotion and training
Pay scales and employee benefits
Harassment
Redundancy
Retirement