Age UK, a charity focused on helping the elderly, recently faced accusations of age discrimination. The charity was found guilty by an employment tribunal and was ordered to pay over £4,000 in compensation to a candidate they treated unfairly during the interview process.
The incident involved a 58-year-old designer named Alexander Cubbin who applied for a Brand Asset Designer role at Age UK. Despite being eligible for an automatic interview due to his disability under the government’s Disability Confident Scheme, Mr. Cubbin’s application was never considered. Instead, he received a generic rejection email stating that he was not successful.
After Mr. Cubbin raised concerns about the age of the person who got the job (55 years old, not in their 30s as claimed), a post-application review was conducted by senior brand identity manager Rebecca King. This review was described by Mr. Cubbin as harsh, rude, and insensitive, focusing on his age, personality, and honesty rather than his qualifications for the role.
As a result of the unfair treatment, Mr. Cubbin decided to take legal action against Age UK and was successful in his lawsuit for age-related harassment. The employment tribunal ruled in his favor and ordered Age UK to compensate him with £4,316.
This incident sheds light on the importance of fair and unbiased recruitment practices, especially when it comes to age discrimination. It is crucial for organizations, especially charities like Age UK, to ensure that all candidates are treated with respect and evaluated based on their qualifications and skills rather than their age or other personal characteristics.
Moving forward, it is essential for Age UK and other organizations to review their recruitment processes and policies to prevent any form of discrimination in the future. By promoting diversity, inclusivity, and equal opportunities for all candidates, charities and businesses can create a more welcoming and fair working environment for everyone involved.
