This resource provides a simple but comprehensive tool for evaluating existing recruitment and selection processes and identifying actions that can be taken to make them 'safer'. The results provide a useful starting point for discussion and determination of actions to be taken forward.
This checklist sets out the recommended data that should be collected on all candidates as part of any recruitment and selection process. The information gathered at this stage for the application database can also be used to feed into the Single Central Record of pre-employment checks that is created for all relevant new appointments in accordance with Safeguarding legislation.
This resource is intended to help FE and skills sector organisations to develop and implement effective age management strategy, taking account of the changing profile of the labour force, falling standards of living for people over 50, the removal of the default retirement age and the particular trends and age profile within the further education and skills sector. As well as exploring the issues, the resource includes tips on addressing age bias, a self-assessment checklist to aid identification of potential issues, and a summary of other useful resources for employers.
The Learning and Skills Improvement Service (LSIS) and University and College Union (UCU) commissioned this research to identify the age-related challenges and barriers to realising full potential of staff within the further education and skills sector. In particular, it aimed to find out what equality means and looks like in the further education and skills sector.
This document provides guidance on the phasing out of the Default Retirement Age. It explains what the changes mean, what needs to be done, and roles and responsibilities. It also includes typical FAQs from employers.
This set of five resources was developed to support organisations in the further education and skills sector to understand and apply principles that promote equality within workforce planning and organisational development, with a specific focus on age equality. The resources are intended to be practical and informative, to promote understanding and share learning on approaches taken by others on age equality.
This project focused on maintaining and developing specialist skills and expertise that are not forthcoming in new recruits. The college looked to develop flexibility in working patterns and retirement options, drawing on older workers’ knowledge and skills to meet the shortfall in the combination of skills required to support learners with particular disabilities.
This case study explores Wakefield College's approach to removing the fixed retirement age with the aim of removing bureaucracy, treating older workers fairly and improving their long-term productivity. The college's approach emphasises retaining and developing talent; parallel and overlap staffing to retain and develop expertise; improved communications about succession planning and career planning; providing training to raise awareness; and challenging stereotypes and dispelling myths.
A case study exploring the impact on staff and skills shortages of operating a college without a fixed retirement age.
This presentation complements the resource "Age equality and the workforce: resources for providers", and provides an introduction to age equality. It explores some misconceptions and scenarios around age equality and introduces the resources that are available in the companion resource.
