Shortlisting

Even if age-related information is removed from application forms, applicants could still make reference to their age on the form.

“Whether or not you know someone’s age, it is important that those doing the shortlisting, ideally more than one person, base their decisions on skills and ability alone,” says Acas. “They should be trained, reminded of their responsibility not to discriminate on age grounds and use the requirements of the person specification to judge applicants.”

The TUC and CIPD say: “When sifting job applications, employers should ensure that they take into account equivalent training and experience. If a skill can be acquired through, for example, formal training, apprenticeship or work experience, employers should be aware of this when selecting candidates.”

And Acas says that employers should monitor decisions for any evidence of age bias, particularly after any shortlisting, and keep a record of decisions, “ideally for 12 months.”