Time to value experience over appearance

What do designer bars, boutique hotels and celebrity restaurants have in common? Acres of chrome, steel, beech-wood and glass? Minimalist über-trendy interiors? Discerning, well-heeled, fashion conscious customers? Or young, slim, attractive workers? Look for your average, middle-aged, could-do-with-losing-a-stone-or-two worker, and you’ll be disappointed. And as for anyone over 50, well – they’re rarer than hens’ teeth. This is a shame - older workers have much to offer. Years of experience, greater patience, resourcefulness. The list goes on. But are managers of ‘style’ workplaces aware of the benefits older employees bring? Or are managers so blinkered by stereotypical attitudes towards the older worker that anyone with a few wrinkles is effectively written-off?

Managers may claim that their customers wish to be served by staff of a similar age. Not that they’ve actually asked them. But when the manager him/herself is more than likely born after 1980, might they tend to favour a younger worker? Someone with similar interests. Someone who’s heard of Duffy. Someone who, given lack of work and life experience, may be easier to manage? There are, of course, thousands of older workers in employment. Just visit your local Tesco or B & Q. And many hospitality workplaces are hardly devoid of older workers. So why are ‘style’ workplaces, such as designer bars, boutique hotels and celebrity restaurants populated by young, slim, beautiful workers? Is it that recruiting managers consider such attributes important in attracting the ‘right’ customer? I don’t know about you, but I feel deeply uncomfortable in a bar, restaurant or hotel which only employs the ‘beautiful’. It may have something to do with the fact that I’m no oil painting myself. Or it may have something to do with my egalitarian views on work. To me, the best candidate should get the job. Not the prettiest. This seems obvious, but many managers do recruit on appearance. An acquaintance of mine readily admits to choosing the ‘cutest’ candidate, stating that he wouldn’t appoint anyone over 40. Such views and practices are, unfortunately, all too common. Employment legislation can play an important role in limiting workplace discrimination. Both direct and indirect discrimination against older workers (and indeed younger workers) is not allowed under the Employment Equality (Age) Regulations 2006. But what is also needed is a reassessment of ageing. Less focus on a person’s looks and age. More emphasis on a person’s experience. In summary, more substance over style. Dr Andrew Jenkins, Department of Hospitality, Tourism, Leisure and Events Management, School of Applied Sciences, University of Huddersfield