The Equality Act 2010 outlaws discrimination on the basis of a person's age. Age, along with race and gender, is one of the primary ways we categorise people in our society.
Imperial is committed to raising positive awareness, challenging any false perceptions, and changing attitudes in order to provide equal opportunities for people of all ages.
Age at Imperial
If you have reached your 50th birthday, you are invited to attend the Occupational Health Service for a free health assessment.
To find out more about your pension entitlement please see the Pension Office pages. The College also runs a Preparing to take your Pension workshop.
Promotion and bonus payments
Promotion and contribution payments, e.g. non automatic increments and bonuses, should only be based on job responsibilities and performance respectively, not on age or length of service. For details of the College procedures see the HR pages on Reviews and Promotions.
The College Retirement pension procedure [pdf] explains the procedure and steps to take in relation to retirement. We aim to introduce a more flexible approach that will take into account other options, such as reduced hours, job sharing, part-time working, short term contracts, temporary cover during holidays, etc. This can be a useful way of preparing for the transition between work and retirement. We recognise that flexibility will benefit the College by retaining valuable staff and sustaining a motivated workforce.
Recruitment and selection
The HR recruitment and selection guidance and application form have been revised to take into account good practice and to ensure we continue to get the best person for the job. The guidance provides information and helpful templates, with the following being a summary of some of the key issues specifically around age:
Adverts - Any reference to age on adverts should be removed, e.g. mature person, young graduate, junior technician, so that applicants are not discouraged from applying because of their age. Older people are increasingly making up a greater proportion of the population and ignoring this will reduce our choice of potential candidates.
Experience and qualifications - Good practice in recruitment means having a competency-based approach, for example, considering the skills that applicants have to do the job, rather than asking for a minimum length of experience. Asking for a number of years' experience could, for example, disadvantage younger workers, or those who are returning from a career break, and is not a helpful indication of the skill or the relevance of the experience.
Shortlisting/interviewing - Avoiding stereotypes and assumptions will make the shortlisting process more effective. For example, examining the evidence on the application form against the person specification is more useful than working on an assumption of what age someone should be before becoming a Senior Lecturer. The Learning and Development Centre offers a recruitment and selection training course.