Putting diversity, inclusion front and centre
If you review the DEI (Diversity, Equity and Inclusion) statements on the websites of many leading organisations, you’re bound to find it difficult to find any mention of age.
This is not surprising when you hear statistics such as 70% of organisations who set an age above which they are reluctant to hire setting that age at just 50 years old.
Age Discrimination and lack of inclusion of mature workers are fast becoming a hot topic, however, especially in countries like Australia where limited migration due to the pandemic has shone the light on extreme talent shortages across multiple industries.
One forward-thinking and inspiring organisation has put DEI front and centre with a project to guide their hiring managers on how to be more inclusive. This very much includes looking carefully at how they operate in relation to age – both for young and more mature workers – who both experience ageism.
I spoke with the Global Marketing Director of Talent – Matthew Harland – recently and we chatted about their goals and vision in relation to DEI. Their DEI remit is broad and covers all the areas of discrimination you would expect.
In this article, I’m going to focus specifically on mature workers.
First up – let us chat a little about Talent as an organisation. Here is what they say on their website – Talent is a global technology and digital recruitment specialist committed to creating a better world of work for all. We bring real value to people and organisations by building highly skilled and engaged teams, rethinking technology solutions and improving lives by creating a strong sense of belonging.
What was clear to me from the moment I spoke with one of their marketing team, and again with Matthew is that these are not mere words on a page. Their tagline – A Better World at Work – reflects a purpose-led approach inside the business which really binds all their employees together with an organisation that is seeking to stand out, make a difference and as they also say in their values – Give a Damn.
Matthew told me about the purpose of a DEI Hiring Guide they are currently producing. “DEI has really been on the agenda for our clients for a number of years, but recent events such as the pandemic and movements like Black Lives Matter have brought it to the fore”
It was refreshing to also hear Matthew say that Talent is on a journey as well.
“We don’t have all the answers and it is why we are reaching out through our networks to experts and opinion leaders to really inform the journey and the process”
“With the DEI guide we’re really looking to deliver something that offers practical improvement advice such as what you can be doing now, today”
When we chatted about stereotypes related to mature workers, Matthew was able to share that indeed things like salary expense, and also mobility in relation to relocations could be a mark against employing the more mature worker. As all as them not being risk-takers. He felt that there was more work to be done to break down these stereotypes.
Matthew also shared that he feels that sometimes the push for inclusion is approached from the wrong perspective.
“You can’t just set quotas and then ask your hiring managers to get you more women, or more young people, or more mature people. DEI starts with creating a culture of more inclusion, making your hiring more inclusive and then diversity will come off the back of that”
And some aspects of diversity and inclusion are clearly more long term and won’t be solved overnight.
Matthew shared that in IT, for example, there is a lack of diversity, but that is more deeply rooted back in education and people studying to join the industry, so getting more women in tech could take quite a while. They aren’t just sitting out there waiting for a client to say – we need more women now.
What is clear is that Talent – as an organisation – has set itself a deep and meaningful goal to make sure DEI is front and centre in their organisation and with their clients, and they are willing to take the journey to be better, do better and help their clients do the same.
All in all, it is exciting to know there are organisations like Talent who have broken from the pack and are ensuring diversity and inclusion in all its forms is an integral part of the organisations they work for.
And that means more opportunity for all, including mature workers.
Hunter Leonard is a business owner, author and speaker who has developed a significant reputation for outstanding marketing and strategic growth through his first business – Blue Frog Marketing. Hunter founded Silver & Wise in 2016 with the aim of combating ageism and discrimination. He is achieving this through positive and practical solutions helping mature Aussies with smart business ownership training and work transition programs. His aim is to change the world one mature age Aussie at a time.
Hunter has authored nine books including the Amazon best sellers – The Experience Equation and Generation Experience. His organisations have won six major awards for marketing excellence as well as being listed in both the Smart 100 and Cool 100 Awards in 2018. Hunter has just launched his new book – Maturity Blues – which aims to help governments, organisations and individuals embrace a more mature world at work. He has developed partnerships with some of Australia’s largest corporations and is on track to create billions of dollars of economic benefit for the Australian economy through these partnerships.
