Aging workforce2030

392 views

Published on

Published in: Education
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
392
On SlideShare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
1
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Aging workforce2030

  1. 1. None of us our getting any younger. The average age of the workforce will rise from 39 to 43 by 2030. As employers we all want the best from our workforce; as workers we want the best from our work place. There is a great need to see modern workplaces as the focus for efforts to improve the physical and psychological wellbeing of workers. By taking a long-term view, and by emphasising the role that ‘Good Work’ can play in enhancing employee health, we can promote longevity of work life. The major trends that are most likely to affect the health of the workforce in the period to 2030 include the changing demography and economy of the UK, developments in work and employment and the evolution of disease. These trends are interlinked, overlap and are driven by a diverse range of factors. http://www.theworkfoundation.com/assets/docs/publ ications/216_Bupa_report.pdf By 2032 there will be 2.9 workers to every pensioner as over 80s reach five million. The health of UK workers will be increasingly important to society as the workforce will have the added burden of supporting a growing retired population. One in six older job-seekers report experiencing age discrimination while obtaining a job interview or getting a new job (DWP, 2002 ‘Age Diversity at work – a practical guide for business available from http://www.dwp.gov.uk/age-positive A survey of Discrimination in the Labour Market in the East Midlands ‘Companies often (geresearch, 2005) asked respondents don’t like the idea aged between 45-74 years old about barriers that they perceive exist for of employing older people, but a recent experiment at a people in this age group looking for a BMW car plant in Germany suggests an ageing new job or career. 17.5% of workforce is not necessarily a problem. The workers respondents stated barrier was that participated in workshops in their own (unpaid) time people aged 45+ were likely to have and came up with 70 load-easing changes: from a out of date skills or qualifications. wooden floor that dampened pounding and allowed easier turning, to cushioned shoes, tilted screens with bigger lettering… The original plastic cushions of the chairs were promptly changed to leather once the workers pointed out that the plastic caused sweating and chafing. The old can be as productive as the young, with some workplace adjustments. Organisations can unlock innovation by helping people figure it out for themselves — many are motivated and they don’t want to be thrown on the scrap heap.’ http://women.timesonline.co.uk/tol/life_and_style/women/the_way_we_live/article7026212.ece Innovation Manchester is part of Manchester: Knowledge Capital

×