MEASURES FOR THE OVER-50swapes.org/fr/system/files/en_france_parallel_2.pdf · Evol annuelle Seniors ABC brut 6 Change during year –people aged 50 or over registered as looking

SOFIA, BULGARIA – 17 and 18 November 2015

MEASURES

FOR THE OVER-50s

Date2

DATA USED:

Over-50s

(in category A, B, or C)

MEASURES

FOR THE

OVER-50s

17 and 18 November 2015

févr.-08481 900

sept.-151 252 500

450 000

550 000

650 000

750 000

850 000

950 000

1 050 000

1 150 000

1 250 000

1 350 000

+159,9%

France OVER-50s

+770 600

3

Over-50s registered in category A, B, or C

in France

People aged 50 or over registered as looking for work at month end in category A, B, or C – data provided by

Pôle emploi (the French employment agency) after seasonal and working-day adjustments


févr.-089 725

sept.-1525 643

9 000

11 000

13 000

15 000

17 000

19 000

21 000

23 000

25 000

27 000

+163,7%

Auvergne OVER-50s

+15 918

4




in Auvergne


Auvergne24,5%

France23,1%

10%

12%

14%

16%

18%

20%

22%

24%

26%

Percentage of over-50s



Percentage of over-50s among those registered

in category A, B, or C in Auvergne and in France


7,5%8,7%

9,9%

11,1%

12,8%

0%

2%

4%

6%

8%

10%

12%

14%

Evol annuelle Seniors ABC brut

6

Change during year – people aged 50 or over registered as looking

for work at month end in category A, B, or C – raw data


Change during year by region (raw data, September 2015)

Source: Pôle emploi (monthly

employment market data)


0,0%

8,7%

14,3%

0%

2%

4%

6%

8%

10%

12%

14%

16%

Evol annuelle cat ABC SENIORS par bassin (brut)

7

Change during year – people aged 50 or over registered as looking

for work at month end in category A, B, or C – raw data


Change during year by employment catchment area

Source: Pôle emploi (monthly

employment market data)

(raw data, September 2015)


Change in the number of long-term unemployed

(LTU) and over-50s unemployed in Auvergne (cat.

ABC)

In the space of a year, the increase is 9.2% for LTU and 8.7% for over-50s(note: + 6.1% for all people registered as looking for work at month end in category A, B, or C over the same period).

Since the start of the financial crisis (February 2008):

+ 121% (27,100 extra people) in terms of LTU

+ 164% (15,900 extra people) in terms of over-50s(note: + 69% for all people registered as looking for work at month end in category A, B, or C over the same period)


Proportion of long-term unemployed (LTU)

and over-50s among all people looking for work

in Auvergne (cat. ABC)

Since 2008, there has been a rise in the percentage of long-term unemployed among all

people registered as looking for work at month end (from 36% to 47%).

The same trend can be seen with the percentage of over-50s (from 16% to 24%).

Both curves have also followed a broadly parallel course since 2008.

47%

24%

0%

10%

20%

30%

40%

50%ja

nv-0

8

juil-

08

janv-0

9

juil-

09

janv-1

0

juil-

10

janv-1

1

juil-

11

janv-1

2

juil-

12

janv-1

3

juil-

13

janv-1

4

juil-

14

janv-1

5

juil-

15

Part des CLD

Part des seniors


Link between long-term unemployment

and the age of those looking for work (over-50s)

33% of those looking for work and registered for more than one year are aged

50 or over (compared with 24% of all people looking for work).

45% of those looking for work and registered for more than three years are

aged 50 or over.

66% of the over-50s registered with Pôle emploi have been for more than one

year(compared with 47% of all people looking for work).

32% of the over-50s registered with Pôle emploi have been for more than

three years(compared with 17% of all people looking for work).


Distribution according to level of training

of LTU and over-50s

The LTU tend to have slightly lower levels of training compared with all people looking for work. Also,

the level of training tends to be lower the longer people have been registered as unemployed. For

example, 22% of those registered as unemployed for more than 3 years have no formal qualifications.

The over-50s tend to have fairly low levels of training (27% have no formal qualifications), which is

similar to the distribution seen in those registered as unemployed for more than 3 years. This low level

of training among the over-50s is partly due to the increased emphasis placed on education and

training over successive generations.


MEASURES FOR THE OVER-50s

12

The over-50s are more likely to be unemployed than other demographic groups

in France.

They are having to contend with developments in the employment market, such

as new-style employment contracts and the difficulty in adapting to increasingly

fluid organisations that keep on changing.

Their age – which should denote competence and experience – is preventing

them from getting back into work.

In addition to this, they are faced with other difficulties:

• Their experience represents a barrier for companies in terms of

integrating them into teams often made up of younger people.

• In terms of previous earnings.



13

Female job seekers over 50 are among the groups targeted by the convention on

employment and gender diversity to which Pôle emploi has signed up.

This convention is part of a broader programme for fighting discrimination and

promoting diversity in recruitment terms.



14

The employment history of women over 50 tends to follow a similar pattern:

• Lower levels of qualifications.

• Fragmented careers.

• Part-time work.

• Confinement to certain occupational sectors.

• Considerable focus on raising a family.

• Vulnerability and the prospect of unemployment as the latter

stages of their career approach.



15

DISCRIMINATION AT THE RECRUITMENT STAGE

A recent IFOP poll conducted in the Île-de-France catchment area asked about

forms of discrimination, including that based on age.

The question about age revealed that – in the view of those surveyed – age is far

more of a handicap than youth.

88% believe their age becomes a problem once they pass 55.

51% of the under-25s believe their age is a problem.

The age criterion confirms that advancing years seem to attract the most

discrimination – more than where people live or any health issues they might

have.

Of those who have experienced discrimination in recruitment terms, 73% of over-

50s feel their age was the main reason.



16

Within Pôle emploi, advisers are being made aware of professional approaches

that incorporate the different ages of a person's life.

Workshops are being arranged for advisers to help them think about stereotypes

and how things are presented.

They are also being asked to think about how they themselves view their own

'journey' within the organisation based on their length of service.

Workshops are being arranged for the over-50s to help them make sense of the

path their life has taken and their situation.



17

SOCIAL NETWORKS WORKSHOP

The over-50s are being invited to take part in this workshop with a view to:

• working on their digital reputation;

• joining a group for sharing expertise;

• creating a network for themselves;

• raising their profile and making themselves visible.

Pôle emploi is making a room available for this purpose, along with support and

Internet access.



18

INITIATIVE TO BOOST COMPETENCE LEVELS AND ACHIEVE

IMPROVEMENTS

An experimental approach to employment, including a holistic assessment of

over-50s looking for work based on:

• health issues;

• competences: skills/utilisation of expertise;

• values system: motivation, attitudes;

• environment outside work: social life, stress factors.

The adviser:

• analyses where the person over 50 fits into the employment market;

• chooses the most suitable opportunities;

• seeks out training providers – if necessary;

• targets companies.



19

SOME RESULTS

Halfway through the process, 40 over-50s, including 23 women,

have enjoyed a positive outcome.

A positive outcome is deemed to be:

Fixed-term contract in excess of 6 months, open-ended contract, subsidised

contract, business start-up, training.



20

INTERGENERATIONAL CLUB

Objective:

Enable participants to find a job that fits their action plan within 3 months.

Method:

Having defined their target, a search for companies is undertaken in pairs.

A boss (of a company) comes in and makes people aware of what bosses are

looking for.

Schedule:

3 half days per fortnight,

1 day get-together per week,

1 review session per fortnight.



21

HELPING WOMEN OVER 50 GET BACK INTO WORK

A workshop intended to give these women a chance to 'sit back' and take stock.

They work on their action plan, their limitations, and the path they are following.

The techniques utilised are those associated with improvised theatre. Sales

techniques are also used, and the women are introduced to new technologies,

including social media.

Out of 90 women supported, 37 have enjoyed a positive outcome,

including 6 open-ended contracts and 6 fixed-term contracts lasting more than 6

months.



22

JOB DATING

This is all about bringing together companies and over-50s looking for work.

At least 10 companies from a variety of sectors are needed (15 is ideal).

There should be at least 30 positions on offer.

Each candidate can choose how they wish to present themselves: either a short

video or a presentation lasting 10 minutes.

The employer must give a 10-minute presentation on their company and the

environment in which they operate.

At the end, the employer gives feedback to Pôle emploi on any candidates not

selected.



23

VOLUNTARY MEASURES WITHIN HR DEPARTMENTS

AT PÔLE EMPLOI

Pôle emploi, like any organisation, is working on a number of broad strategies to

promote active ageing.

It is a case of starting a dialogue/debate about age within the organisation and

talking to employees about this issue as part of their mid-career interviews.

• In order to anticipate any loss of motivation that might affect people's work,

which can be very demanding in both human and relationship terms.

• To maintain competences and transfer these with future recruitments in mind.

• To set up mentoring schemes.

• To accumulate and transfer any expertise acquired.

Documents

MEASURES FOR THE OVER-50swapes.org/fr/system/files/en_france_parallel_2.pdf · Evol annuelle Seniors ABC brut 6 Change during year –people aged 50 or over registered as looking