Ruth Badger - runner-up in TV reality show The Apprentice - is now a consultant. She's also fronting the awareness campaign for the imminent age-discrimination legislation, which will take effect from 1 October. She talks to Alix Young
Why were you chosen to front the campaign?
I have suffered from age discrimination myself - when I was 16, I applied for 32 jobs in six weeks. I was suitable for all the positions, but my CV didn't match my age. Even now, if I applied for chief executive roles, which I am capable of, my age would be held against me. The fact that I am only 28 highlights the fact that it's not just older people who suffer. The key point is that age is irrelevant - it's attitude and talent that matter.
What can older and younger people bring to a business?
Nine out of 10 younger people will have passion to succeed. They will bring an ability to push forward and to think outside the box. They will also bring charisma, freshness and vibrancy. Older people aren't lacking in these things but their strength is in contributing experience.
Winner Michelle Dewberry was the youngest contestant on The Apprentice. Do you think that was a factor in her success?
Absolutely not. She is only two years younger than me, but I have had 12 years of business experience, while she has had six. She was chosen because she is an apprentice and I'm not. Alan Sugar is a fantastic employer and does not discriminate for any reason - to him, ability and attitude are key.
Some have called Sugar's management style outdated. Do you agree?
You can't really criticise his style, as it has made him a multimillionaire. The people who criticise are theorists with no experience. Is he old-fashioned? No, he is just successful.
What are your key tips for employers to avoid discrimination?
Businesses need to use evidence to form their opinions, and to ask questions that will bring them facts. The biggest thing is not to look at the age but to go on attitude, past performance and evidence.
What can businesses do to get ready for the legislation?
From 1 October, employers will not be able to specify age-relevant information on job adverts, and companies will have to justify why they employ a certain person. It's important to get it right from the start, so failed applicants can't hit back.
You've worked in the bar industry - how do you think older people can cope with that kind of work?
If they are not physically capable, it's a different matter. The applicant for any job needs to be made aware of what it involves. I always tell them the worst-case scenario as well as the best bits about the job. You have to be upfront about all of it.