“The Silver Service Revolution”
I recently asked a highly experienced 51-year-old Executive Head Chef if he would consider working overseas. His deflated response, was that given previous experience with this particular part of the world, he has repeatedly been told that his age was against him. For those of us in the Recruitment arena, it is ironic that many employers seem to want a 30-
year-old candidate with at least 20 years of hands-on experience, and this is being reflected in recent articles of fellow Recruiters around the world, that are helping to bring this hot topic to light!
We have seen it over and over again – that older candidates, despite their invaluable experience, are often overlooked in favour of younger applicants, and as someone in their early 50’s, I find myself gritting my teeth at having to push aside amazingly talented candidates simply because they’ve accumulated a bit more life experience – almost as if the job market thinks wisdom and experience, is a liability!
Speaking from personal experience, just because you are over 50, it does not mean that you are going to dry up and keel over any minute now!
In fields like hospitality, where experience and longevity in roles is the gold standard, there seems to be a persistent underlying age discrimination which tramples on fairness and a more inclusive workforce – but who is actively looking at this issue and taking a stand?
The Challenges Facing Older Candidates in Hospitality and Beyond
Despite the wealth of experience and knowledge that older candidates bring to the table, many employers exhibit a hushed bias against individuals over the age of 50. It is not a new phenomenon by any means, but it has gained increasing attention of late. Thankfully, several hospitality companies in the UK and around the world are actively recruiting workers over the age of 50 to help fill labour shortages and embrace a more age- diverse workforce.
Notably:
Fuller’s, The Wolseley Hospitality Group, and Compass Group are leading the way by implementing age-inclusive hiring practices. These businesses recognize that workers over 50 bring valuable skills like strong customer service, problem-solving, and a solid work ethic, which can enhance both the customer experience and workplace culture.
UKHospitality has taken it one step further and has launched a guide designed to help businesses in the hospitality sector adapt their recruitment strategies to attract older workers, particularly those over 50. This initiative is part of a broader effort to address workforce shortages in the industry by tapping into underrepresented labour groups. The guide provides practical steps for businesses to engage with the over-50s demographic, a group that is increasingly seen as an important source of skilled and reliable worker.
The following hotel chains are also making concerted efforts to recruit and retain workers over 50, appreciating the unique perspectives and experience that older employees contribute to the hospitality industry as part of their Diversity and Inclusion policies:
Marriott International promotes diversity in its workforce and actively seeks to create an inclusive environment where all ages are represented. They focus on flexibility, offering remote work options and valuing the experience older employees bring to customer-facing and remote positions.
Hilton emphasizes diversity, equity, and inclusion (DEI) in its hiring process, supporting candidates of all ages, backgrounds, and abilities. Their DEI efforts include specific initiatives to ensure a welcoming environment for older employees, providing career growth opportunities and fostering an inclusive workplace culture.
IHG (InterContinental Hotels Group) has similar diversity initiatives and highlights the importance of hiring a workforce that reflects different ages and experiences. Their focus on inclusive employment extends across their global properties
Thankfully these, and many more initiatives are helping to change the face of recruitment in hospitality, making it easier for people over 50 to be valued in the workplace and contribute their unique experience and skills. And it is about time!
Article written by – Joanna Dunsby