Ageism in the charity sector with Charlotte Matier
In recent years, there has been significant progress in the field of Equality, Diversity, and Inclusion (ED&I) within the charity sector. However, ageism remains a frequently overlooked issue. Our 2021 Equality, Diversity, and Inclusion survey of the sector revealed that only 10% of respondents were over 50. Meanwhile, a CIPD survey[1] from the same year reported that 32.6% of workforces across other sectors are over 50. This disparity suggests that the sector may be losing older workers or struggling to attract them from other industries.
As a charity specialist recruitment agency, we have observed the challenges faced by second-career candidates transitioning into the sector. Often they have to take dramatic drops in both salary, seniority and struggle to get traction at interviews. Whilst this is never overtly put down to age, the age diversity in the sector shows something is going awry. To explore ways of addressing ageism and welcoming more diverse age experience, I spoke with Charlotte Matier, Associate Director of High Value Partnerships and Legacies at Alzheimer’s Society, to discuss the steps they’re taking and her passion for building more age diverse teams.
What Has Alzheimer’s Society Been Doing to Attract and Retain Older Employees?
Over 50s Internship Scheme
She shared that earlier this year, Alzheimer’s Society launched an “Over 50s Internship Scheme” bringing in two people over 50 for six months, with one intern in Philanthropy and the other in Corporate Partnerships. This scheme was launched to demonstrate the value second-career candidates can make to a charity and had great success. Following on from the internship, one has remained in Income & Engagement on a maternity cover contract and the other went on to become Head of Fundraising at Skylarks Charity in London. They added valuable experience, networks and new perspectives.
Menopause Friendly Employer
Another way Alzheimer’s Society supports age diversity is by being a menopause friendly organisation for all employees and volunteers. Their aim is to ensure that everyone at the Society feels able to talk openly about menopause, without it feeling like a ‘taboo’ subject, providing support and guidance for anyone who needs. They recognise that all individuals have a role to play in this and aim to engage the whole organisation in the initiative.
In January 2023, Alzheimer’s Society was officially awarded accreditation as a Menopause Friendly Employer. This means that they have been independently assessed and found to be offering the right support to their employees. Click here to find out more.
Launched in July 2021, their internal Menopause Matters Networkwas set up primarily as a peer support group for people across the Society experiencing perimenopause or menopause symptoms.
Listening to Charlotte talk about these things, I wanted to get her opinion on what she thinks are the challenges on bringing age-diverse candidates in and why the sector should be more open.
Stereotypes go unchallenged:
Charlotte acknowledged that one common stereotype of people moving into the sector from the private sector is that they see charity roles as an “easier” career path. Hiring managers in the charity sector should avoid assuming that this is what private sector candidates are seeking. Many candidates want to give back, broaden their experiences, and make a meaningful impact.
One of the key things Charlotte mentioned was that more people need to consider the benefits of hiring more experienced workers, such as:
Donor Insights: People with similar life experiences to donors can offer unique insights into donor preferences, which can enhance connection and engagement.
Calm Perspective: Those who have experienced organisational changes over the years often remain calm amidst change, bringing stability to teams.
Innovation: Diverse life experiences contribute to innovative thinking, for example generational appeal allowing us to resonate with a broader demographic. This is super useful in our Legacies team.
Increased Retention: Older employees often stay in roles longer, benefitting supporters with consistent engagement.
Helping managers to recruit more diversely:
We discussed that some managers may potentially be nervous about managing someone who has more career experience than themselves. How this might prevent them from making an offer and what tips Charlotte would offer a manager in this position.
Bilateral Training: Encourage training in both directions, allowing managers and team members to learn from each other’s strengths. Both parties can come out with broader experience.
Tailored Development Plans: Recognise that professional development goals may differ but are equally valuable. Perhaps someone is not interested in managing a team but this doesn’t mean they aren’t ambitious. What do they want to develop?
Understanding communication styles: Addressing differences in experience is a good thing. However make sure you also address practicalities and understand one another, different generations use communication channels differently. Make sure you make space for each other
Flexible work arrangements: Be open to flexible working options that may differ in older employees, they may have responsibility for caring for older parents.
Challenging assumptions: As a recruiting manager, avoid age-based assumptions and actively tackle stereotypes, for example that older candidates may not be a technologically savvy as younger counterparts. Think about the benefits age diversity can bring.
Training on age-related issues: Offer training on topics that affect an older workforce, such as health and menopause. If you are a younger manager you may not know the common challenges facing a different generation, educating yourself is key.
Improving Recruitment Practices to Boost Age Diversity:
Reflecting on our conversation we talked about a couple of ways that charities can improve the way they attract older workers.
- Avoid age-biased language in job adverts, focusing on specific behaviours and skills instead.
- Use diverse platforms to reach a wider range of candidates.
- Collect age data during the recruitment process to monitor age diversity.
- Invest in training for managers to support age-diverse teams.
Tips for second career candidates from a charity specialist recruitment agency:
As a charity specialist recruitment agency, we are dedicated to supporting candidates at any age and experience level as they transition into the charity sector. In addition to helping hiring managers appreciate the benefits of diverse teams, we offer a few tips for experienced candidates.
Address potential overqualification: If you’re highly experienced, openly address this in interviews, hiring managers may be wondering why you are taking a step down or making such a move. Share why you are keen to develop new skills and demonstrate humility.
Emphasise transferable skills: You may have a wealth of experience in another sector however you need to show that you’ve done your research and that those skills are transferable. Speak the language of the hiring managers in front of you.
By focusing on age diversity, the charity sector can build stronger, more inclusive teams that bring a wealth of perspectives.
If you are interested in making a move into the charity sector and need some help, please do get in touch with us. You can also read our other blog here.
[1] https://www.cipd.org/uk/knowledge/reports/understanding-older-workers/
