UKH said people aged over 50 have been historically underrepresented in hospitality businesses and with an additional 1m workers over the age of 50 in the UK workforce by 2025, according to The Centre for Ageing Better, businesses should aim to recruit form this pool.
The Hospitality Guide to Recruiting Workers Aged 50+ guide, developed by UKH in partnership with the Government’s over-50s ministerial taskforce and The Phoenix Group, states job adverts should ensure imagery is age-diverse and includes older workers, uses language that doesn’t deter older workers and emphasises employer benefits that may appeal to an older worker, such as flexible working.
Make adverts more visible
The guidance also recommends recruitment efforts should also be targeted where older workers are more likely to see them. This includes job boards targeted at older workers, using social media platforms like Facebook and physical advertising, such as on bus stops.
And added adaptions to the workplace need to be made to ensure workers over 50 feel valued and comfortable. This could include adapting uniform policies, offering the opportunity to advance their skills, highlighting opportunities to progress and promoting flexible working arrangements.
UKH chief executive Kate Nicholls said: “With hospitality continuing to deal with staffing challenges, it is essential businesses do all they can to appeal to everyone in the job markets.”
She continued: “For far too long, over-50s have been under-represented in our workforce but there is real untapped potential there to fix our workforce challenges. There is so much hospitality can offer with its flexible working hours and the social element to our sector and we need to get this message out there.
“Greater focus on recruiting in this area of the job market can lead to greater numbers of older workers taking up the exciting career opportunities hospitality offers. These are simple steps businesses can take but it has the potential to deliver many times over. Small changes to recruitment processes and subtle tweaks to our practices within the workplace could make a big difference.
“This guide is one of many steps UKH is taking to increase our focus on this age group and what they can bring to business, and was identified as a priority area in our workforce strategy.”