How will language in job adverts change?
– Be cautious using language such as young, school leaver, energetic and dynamic. Such language will not be in breach of the new age regulations. However, there is a danger that it can support age discrimination claims. – Be relevant to the particular role and must not discriminate disproportionately against certain groups. – Be careful not to indirectly discriminate when asking for graduates. For instance, employers with graduate based programmes would be wise to specify that graduates of all ages are welcome and avoid putting a time limit on the period after graduation in which applications may be made. – Strongly consider why length of experience is important. Employers will need to be sure they can justify this and have not applied it in a way that is discriminatory. Unless employers are certain they can objectively justify why that specific length of time is required, a safer alternative would be to indicate that candidates must be able to demonstrate competence or expertise in th
