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Supporting Older People’s Contributions Employment and training Positive Ageing in London 17 October 2013. Demographic change. Our ageing population means more people aged 50+ And people are likely to work even longer = many more older workers in the labour market!. - PowerPoint PPT Presentation
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Supporting Older People’s Contributions
Employment and training
Positive Ageing in London
17 October 2013
Demographic change
• Our ageing population means more people aged 50+ – And people are likely to work even longer
= many more older workers in the labour market!
Additional 50+workers in the labour market, 2015-25
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 20250
200,000
400,000
600,000
800,000
1,000,000
1,200,000
1,400,000
1,600,000
1,800,000
2,000,000
Source: Age UK analysis of the Labour Force Survey, Q2 2010
Average retirement ages
Source: Office for National Statistics, analysis based on the Labour Force Survey
19841985
19861987
19881989
19901991
19921993
19941995
19961997
19981999
20002001
20022003
20042005
20062007
20082009
20102011
201258.0
59.0
60.0
61.0
62.0
63.0
64.0
65.0
66.0
64.8
62.6
Average retirement ages, 1984-2012
MenWomen
Why do people want to work longer?
1) Money – declining value of pensions, rising costs, lack of retirement provision
2) Policy changes – rising State Pension age
3) Changing attitudes – normative, and the concept of retirement becoming less clearly defined
4) Social benefits/make a contribution
Barriers to remaining in work
• Not always easy to keep working.• People face challenges, for example:
– Caring responsibilities– Lack of flexible working options– Managing a long-term health condition– Age discrimination– Other kinds of discrimination
Caring responsibilities
• Caring responsibilities can affect work– 300,000 people a year stop working to care
(mainly women)– Costs the economy£5.3 billion a year– Carers urgently needmore help and support,and understandingemployers
Flexible working
• ‘Flexible working’ means an mutual agreement to diverge from the expected/ideal working pattern
• Can include: flexi-time, home-working, term-time, compressed hours, on-call working etc.
• Important for many older workers, for example those with caring responsibilities, managing a health condition or winding down to retirement
Age UK research and report
Age UK policy report, based on academic research among 50+ workers and labour market analysis.
Available at http://www.ageuk.org.uk/professional-resources-home/policy/work-and-learning/
Key findings• Home working is particularly important• People want to work flexibly for caring, health, or other
personal reasons• 38% of 50+ workers worked flexibly in 2010, rising from 30%
in 2005• Particular barriers in accessing flexible working for carers and
the unemployed. Many employers generally resistant though.• Crucial issues for employers:
• Line managers’ attitudes to flexible work• Job design• Organisational culture
Health and work• Important that older workers and employers
can deal with any arising health problems• Government has invested in this – new Health
and Work service due to start 2014• But more in-work support is needed to make
sure people are able to work longer.
Age discrimination
• 40% of 50+ workers feel they’ve been discriminated against because of their age
• Often subconscious, but negative stereotypes of older workers still prevail
• This prevents people from getting on in work…
• …but most prevalent in recruitment
Employment support
• 50+ jobseekers face a range of barriers– Jobcentre Plus often not geared up to help – Work Programme failing 50+ long term unemployed– Ageism in recruitment stops many getting jobs– Sometimes hard to prove skills to employers and
counter the stereotypes• We’ve called on people aged 50+ to be a priority
client group for the National Careers Service• But
London Regional Policy
• London Enterprise Panel co-chaired by Deputy Mayor for Business & Enterprise
• Jobs and Growth Plan for London– Skills and employment: to ensure Londoners have
the skills to compete for and sustain London’s jobs
Over 50s Self Advocacy Employment Project
• 2008-11 in Bromley, Camden, Islington and Redbridge• Key strength – specialist support focussing on older
people• Project enabled Personal Advisers to be flexible and
tailor their support to individual needs“The project can be very much as it is needed to be, it can be very client led. I have clients who cannot read or write very well and I have clients with PhD and Masters degrees.”
Conclusion
It’s not all bad news – a growing awareness of the issues and some evidence of changing attitudes to older workers…but a very long way to go• Ageing workforce is a challenge for employers and policy makers, but also an opportunity