Ageism in recruitment

Meeting: 
MQT on 2015-09-16
Session date: 
September 16, 2015
Reference: 
2015/2738
Question By: 
Jenny Jones
Organisation: 
City Hall Greens
Asked Of: 
The Mayor
Category: 

Question

What steps have you taken to tackle ageism in recruitment processes within the GLA Group?

Answer

Answer for Ageism in recruitment

Answer for Ageism in recruitment

Answered By: 
The Mayor

GLA response

The GLA operates an open and inclusive recruitment process. Selection panel members attend formal recruitment and selection training and the course covers non-discriminatory practice and how to reduce bias in the recruitment process.  Recruiting panels do not have the opportunity to review the age of applicants.

GLA recruitment data, including age data, is analysed and if trends are identified, such as a drop off from application to interview for a particular age group, then this would be investigated.

We offer a wide range of flexible working and other benefits to attract applicants of all ages.

LFEPA response

LFEPA operates an open and inclusive recruitment process. Selection panel members are fully briefed in recruitment policy, including on non-discriminatory practice and avoiding bias in the recruitment process - age discrimination is covered specifically. Our e-recruitment system ensures that the panel is not aware of any personal details (including age and name) during the shortlisting process

LFEPA monitors recruitment and establishment data to identify trends which indicate disadvantage to a particular age group and any actions needed to be taken to address that.

LFEPA offers a wide range of flexible working options and other benefits to attract applicants of all ages.

LLDC response

LLDC operates an open and inclusive recruitment process. Selection panels include a member of the HR team, all of whom have received formal recruitment and selection training and the course covers non-discriminatory practice and how to reduce bias in the recruitment process.  Recruiting panels do not have the opportunity to review the age of applicants.

Equal opportunities monitoring is included as part of the recruitment and selection process and this includes age.

MOPAC response

MOPAC operates an open and inclusive recruitment process. Selection panel members do not review the age of applicants.

MOPAC offers a wide range of flexible working and other benefits to attract applicants of all ages.

TfL response

Transport for London's recruitment process follows the TfL Resourcing Policy, section 3 of which, the Equality & Inclusion statement, states;

"TfL welcomes applications from a diverse range of suitably qualified candidates regardless of age, race, ethnicity, disability, marital or civil partner status, religion or belief, sexual orientation or gender and is committed to creating a workforce as diverse as the communities it serves."

We further support this principle in the following ways:

•TfL includes in all external recruitment advertising on its careers website the following statement in support of its commitment to Equality & Inclusion; "We aspire to be as diverse as the city we serve; we welcome applications from all sections of the community."

•TfL provides formal training for its staff through its Valuing People through Fairness & Inclusion course, which is open both to HR staff and to hiring managers. TfL HR provides further support through focused information for recruiters and hiring managers on Unconscious Bias.

•No data on the age of candidates is accessible by recruiters or hiring managers during the recruitment process.

•TfL maintains various policies including flexible working and job-sharing to maximise access to job opportunities for all sections of the community.