Age bias shows up in subtle ways. Sometimes it’s in the words we choose for job ads, the assumptions we make about someone’s career stage, or the way we discuss “fit” in hiring meetings. Left unchecked, these biases can prevent organizations from benefiting from the full range of talent available.
Here’s how regulatory bodies can actively reduce age bias and tap into the value of a truly multigenerational workforce.
Bridges knowledge between generations
Regulators depend on a mix of experience and fresh perspectives. Creating structured opportunities for knowledge exchange such as mentorship between senior investigators and new policy analysts, or collaborative projects between veteran registration staff and newer hires ensures that regulatory wisdom is passed on while new tools and approaches are introduced. This not only breaks down stereotypes but directly improves how a college or council enforces standards and supports registrants.
Thinking of how to bring in and keep younger professionals into your workforce, read our article How to attract and retain Gen Z talent for strategies tailored to regulators.
Remove age identifiers from the onset
A practical step to counter age bias is adopting blind recruitment in the early stages. Exclude graduation dates, birth years, and other age-linked details from resumes before they reach hiring managers. This ensures early decisions are based solely on the qualifications and skills relevant to the role.
Use structured Interviews
Unstructured interviews leave room for personal assumptions. Instead, adopt a standard set of questions tailored to the competencies needed in regulatory roles. Focus on questions that assess decision-making, knowledge of legislation, investigative experience, or case management skills.
When every candidate answers the same core questions, the process is fairer and aligns with the principles of consistency and accountability that define the sector.
Prioritize skills over timelines
Incorporate practical assessments, simulations, or case studies during recruitment. These tools allow candidates to demonstrate their abilities in real time, reducing reliance on assumptions based on how long they’ve been in the profession.
Have a diverse interview panel
When panels include people of different ages, career stages, and professional backgrounds, discussions are more balanced and less likely to be swayed by individual biases. This diversity in decision making reflects the diversity regulators should seek in their teams.
Train hiring teams to spot and avoid age bias
Even when recruiters have good intentions, they can unconsciously be biased. Offering focused training sessions on how age bias shows up in recruitment, and why it undermines organizational goals equips interviewers to make decisions grounded in fairness and evidence.
Put it in writing
An inclusive recruitment policy signals that diversity is not just encouraged but expected. By explicitly mentioning age diversity, organizations hold themselves accountable and provide hiring teams with a clear framework for making equitable decisions.
Track recruitment metrics to spot gaps
Collect data at each stage of recruitment: who applies, who is shortlisted, and who gets hired. Look for patterns. Are certain age groups dropping off at specific points? Use that insight to adjust outreach, processes, or interview methods.
Reflect diversity in your public image
Potential applicants often research regulators before applying. Use your careers page, LinkedIn presence, and annual reports to showcase staff from different age groups in roles like investigators, practice advisors, or registration officers. Highlighting success stories across career stages signals that your organization values both experience and innovation
Offer flexibility that works across life stages
Flexible hours, hybrid options, and part time pathways can open the door to professionals who might otherwise assume they don’t fit your organization’s model. This flexibility not only widens your reach but also signals that you value long-term contribution over rigid career molds.
Every career stage brings something valuable to the table. When you actively address age bias in hiring and build space for all ages to thrive, you create a stronger regulatory team and reinforce the trust placed in your mission.
Looking to reach qualified candidates in the regulatory sector? Post your job openings on Regulatoryjobs.org. Also, partner with Regulatory Jobs Executive to find your next hire.
Want to learn more about regulatory bodies in Canada? Visit RegulatoryGuide.ca.