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Age bias can be unintentionally reinforced by HR policies and processes in areas such as reward, performance management, recruitment and training.

When creating an age-inclusive workplace it’s important to proactively review all HR policies to check whether they differentially impact age groups, and if they do, whether it creates an issue that needs to be addressed.

Even where a policy is framed in a neutral way, it may be implemented in a way that reflects bias in the organisation.  For example, a training policy may make no reference to age, but managers may unintentionally prioritise training for younger employees.

Our research with organisations through our AIM Getting Started programme has shown that not all organisations are confident that their policies reflect their inclusive aims and outlook.

If you would like support in reviewing your policies for unintended age bias, our HR consultants will be pleased to help.  

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