The Graduate’s Perspective
It is not a legal requirement to give your age to a prospective employer. However, disclosure will be required for pension, insurance or medical purposes.
If you are still in your early twenties when you have completed your studies you should not expect to encounter any particular problems when applying for graduate jobs. However, we currently live in a frequently ageist society and until recently it has been accepted that employers may choose younger applicants over older ones if they so wish. This is not the case with all employers, with many valuing the skills and experience that a more mature worker can offer. Ageism is widespread and affects all age groups. Age discrimination occurs because assumptions are made about an individual – young and old – that are based on inaccurate, outdated and inappropriate stereotypes. These attitudes work against the interests of the individual, the workforce and the employer.
Mature graduates are more likely to face unemployment than ‘traditional’ graduates and are also more likely to be under-employed once in work. Few mature students are recruited to ‘high-flyer’ jobs; where they are, it tends to be difficult-to-fill positions. The problem is particularly acute in companies that still operate graduate entry schemes where the age limit is often set as low as 25.
On a positive note, mature students may have experience and a more highly developed practical intelligence than ‘traditional’ students – the problem being that neither the student nor the prospective employers are aware of these. Thus mature students are more likely to have a range of experience and interpersonal skills and can hit the ground running. Mature students need to be coached to make the most of their life experiences and most of all never apologise for their age.
From October 1st 2006 it will be unlawful to discriminate, directly or indirectly, in employment and vocational training on the grounds of age unless there are justifiable reasons.
Indirect discrimination is when a policy is applied to everyone but disadvantages a certain group (e.g. older people). It does not mean that employers have to recruit or train people who are not competent or capable of undertaking the training or performing the essential functions of the job.
The Age Positive campaign was launched in 1999 to encourage employers to ignore age as a factor in recruitment. Their website identifies employers who are ‘Age Positive Champions’ and actively recruit mature employees. Organisations who are members of the Employers Forum on Age have also demonstrated a commitment to a mixed age workforce. Some employers have introduced bias free application forms and have reviewed their literature and websites to ensure there is nothing to discourage older applicants.
Employers should be aware of the forthcoming legislation and should have changes to any discriminatory practices in hand, rather than leaving it to the last minute. In public sector organisations – for example local and national government – you should not encounter problems.
Graduate recruitment schemes are not specifically mentioned in the forthcoming legislation but it is proposed that employers should be able to specify an age limit to recruitment only if they can justify doing so with reference to specific aims. An example of this would include activities where there needs to be a reasonable period of employment following training before retirement.
New Deal 50 Plus is a programme for people aged 50 or over who have been out of work and claiming benefits for a minimum of 6 months. It can help you to move into full or part-time work and will also help you to start up your own business or become self-employed. www.jobcentreplus.gov.uk/JCP/Customers/outofworkhelplookingforwork/Getting_job_ready/Programmes_to_get_you_ready/New_Deal/New_Deal_50_plus/index.html or talk to a New Deal personal advisor at your local Jobcentre Plus
Some points you should be aware of from research by the Centre for Higher Education Research and Information which demonstrate the variable effect of age:
Age related discrimination has been researched for many years and indicates widespread discrimination in the workplace – particularly towards those over 40, the very young and women returners.
This is further reinforced by research from the MORI Social Research Institute which looked at the general public’s attitude towards colleagues of different ages.
When asked which characteristics they typically associated with mature workers (those between the ages of 50 and 65) the most commonly raised preconception was resistance to change with 34% stating this. Another 29% felt that older workers lacked technological skills.
When asked which characteristics they typically associated with younger workers (those between the ages of 16 and 25) the most popular by far was inexperience with over half (53%) stating this. Other characteristics associated with younger workers included a belief that they are unreliable (38%), irresponsible (35%), more likely to take time off sick (33%), lack organisational skills (25%) and that they stay in their job for a shorter period of time (22%).
Be prepared to challenge these preconceptions when getting a job:
If you are concerned about a lack of National Insurance contributions and its future effect on your pension, contact the Inland Revenue who can provide details of making elective contributions while you study.
Make sure you take full advantage of the assistance available from your university careers service.
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