Using a CV to assess the suitability of a potential employee could present age discrimination, suggest reports produced by the DWP.
According to studies into nine different business sectors – from business services and construction to manufacturing and retail – more work still needs to be done to ensure firms do not break age discrimination rules when they come into force in October 2006.
Findings of the analysis by the Centre for Research into the Older Workforce suggest fixing a starting salary to the length of experience, for example, could be considered discriminatory - as eight market sectors do so - while using age data in any part of the candidate selection process is also seen as “indirectly discriminatory”.
More specifically, the reports suggest while using CVs rather than applications forms in recruitment might be common practice, it could increase the risk of unfair discrimination as CVs can volunteer information which makes discrimination easier.
This is accompanied by evidence suggesting five of the business sectors provide age information on candidates to short-listing and interviewing staff, but the inclusion of such comments suggests age discrimination rules are being broken by doing so.
At the same time, there is also the risk of unfair discrimination if firms use length of experience to fix the starting salary, suggests the business services report, as “length of experience reflects age” of a person.
The study into age discrimination law application is part of the DWP’s wider attempts to encourage employers to remove compulsory retirement ages.IFAonline
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