Phoenix Group, a key player in our market sector are strongly advocating the multiple benefits of a diverse and inclusive workforce, paying particular attention to the over 50’s. In a post on Linkedin, CEO Andy Briggs MBE, discussed the importance of language in job ads and highlighted research from the Centre for Ageing Better which shows that jobseekers may be negatively influenced by specific words.
We contacted Andy to find out more about the group's approach to championing inclusive recruitment practices:
“We always look to attract the best people for roles at Phoenix Group and to take an inclusive approach in our recruitment. Using language which doesn’t deter any age group is an important part of that. Research shows that focusing on the behaviours and skills required, rather than the personality of an applicant, is the best way to achieve this. As such, we are aiming to remove words that can be seen by older workers to suggest we are targeting younger generations. We haven’t taken the step to ban specific words, but we will be looking to replace words such as “innovative”, with specific competencies such as “contributing new ideas” or “problem solving”.
Research has also shown that some words such as “enthusiastic” and “energetic” can deter older workers, this is not because people’s enthusiasm changes with age, but because some people will rule themselves out of even applying if they feel this is meant for a younger audience and they don’t believe they are wanted.
“Age is embedded in our Diversity and Inclusion work and we have a specific colleague group, called Ignite, who help shape our strategies for our employees who are in the 3rd quarter of life. We are also ensuring that any imagery we use is age-diverse, by including older workers. We are trying to make all of our recruitment inclusive, and language checking for inference of bias to specific genders or age is an important part of that. We also offer an attractive range of employer benefits for all our employees, including flexible working from day one of employment and professional development programmes which we know increases the likelihood of older applicants applying.”
Employers across the insurance industry are increasingly understanding the importance of a diverse and inclusive workforce and are actively working to redress the balance of underrepresented groups. So why focus on the over 50’s demographic specifically?
Andy explained: “Up to a million over 50s aren’t working when they genuinely want to do so, whilst some people have actively chosen not to work as they get older many are forced into this position. This is an important issue that we all need to tackle, one that is exacerbated by labour market shortages and productivity challenges. Older workers are a key part of the solution.
At Phoenix, as a business we understand that diverse workforce in terms of age can benefit a company by bringing their experience and perspective. Around half of consumer spending is from the 50+ age group, it is essential to us that we represent our customers and communities.
We also understand the importance good work can make to someone’s financial and wider wellbeing. With cost of living pressures, later retirement ages and an increasing need for people to self- fund retirement the financial security good work can bring is ever important.”
Thank you Andy for the very informative insights into the affirmative action and inclusive practices at Phoenix Group.
At IGA Talent Solutions we are interested to learn more about the various strategies and approaches to Equity, Diversity and Inclusion across the Financial and Professional Services markets. What actions are you currently taking to ensure that your organisation is truly inclusive?
We would love to hear more, so please contact our inhouse editor, Katie Thompson (Talent Sourcing Manager) if you would like to share your insights with us.
Click on the link below for some interesting further reading. EDI in the actuarial market.
IFoA – What has diversity ever done for us?
