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From the conference Competence 50+ 2007 in Gothenburg, Sweden.

From the conference Competence 50+ 2007 in Gothenburg, Sweden.

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  • 1. Enhancing Employability through Learning Presented by Graham Smith Senior Studies Institute University of Strathclyde
  • 2. Senior Studies Institute
    • The Senior Studies Institute, University of Strathclyde
    • was formalised in 1991 as a European centre of
    • excellence for lifelong learning for people over 50.
    • The Institute is engaged in:
    • Provision of daytime classes, seminars and access to University courses
    • Creation of opportunities for action by people over 50
    • Research into issues of later life
    • Dissemination of knowledge about the human resource value of the older population
  • 3. 3 areas for discussion
    • Think about the issues
    • Identify the challenges
    • Look at solutions
  • 4. Life Expectancy Calculator http://www.bbc.co.uk/health/interactive_area/calculators_lifeexpectancy1.shtml http://www.tiscali.co.uk/lifestyle/calculators/life_expectancy.html Life expectancy calculator You've come to this page to find out your approxmate life expectancy. All you need to do is answer all 21 questions then press submit. Don't forget to get your BMI (imperial version) or BMI (metric version) before you start!
  • 5. Changing Demographic Profile Scotland: 2000-2020 Source: General Register Office 2000-based population projections The over 50s population is projected to increase from 33% in 2002 to 42% in 2022. Also Scotland’s population is expected to experience a falling birth rate over the next 20 years.
  • 6.
      • People are living longer and are healthier in later life. Extra 30 years life span over the last century
      • Birth rate is very low, meaning less younger workers. (1,000,000 less aged 18 to 50 in the UK by 2022)
      • More older workers available than younger ones
      • Older workers will stay in the labour market longer
    Demographic change: Identifying the implications for employers
  • 7. Identifying the challenges
      • To maintain work force levels:
      • Have more children
      • Increase inward migration e.g. Fresh Talent
      • Outsource work to other countries
      • Increase employment rates of older workers and work longer
  • 8. Potential solutions
    • Introduction of Age Legislation in October 2006 provides an opportunity to:
      • Review recruitment procedures
      • Improve training and skills development
      • Explore flexible working practices
      • Create opportunities for market advantage
  • 9. Distance Learning
  • 10. Module 1: Age Audit
  • 11. Module 3: Recruitment
  • 12. Module 4: Retention
  • 13. Module 6: Work Life Balance (New)
  • 14. Older workers
    • Perceptions
    • Expensive to employ
    • Reluctant to learn
    • Uninterested in career progression
    • Health affects performance
    • Reality
    • Older workers keen to learn
    • Lack of encouragement restricts participation
    • SME’s less likely to be ‘ageist’
    • Increased retention of corporate knowledge
  • 15. Increasing opportunity to participate
    • What are the barriers to participating in life-long learning?
    • Time
    • Cost
    • Perception of relevance
    • Perception of ability
    • Ownership of the learning
    • Need for support
  • 16. Older Workers Learning Project
    • European research into new approaches to engaging
    • and empowering older adults through learning.
    • 3 Groups: Dumfries & Galloway, South Lanarkshire, Glasgow
    • Non traditional learners
    • Self directed & cooperative learning
    • Peer Support
    • Exploration of personal interests / potential
    • Essentially a ‘study circle’ approach
  • 17.  
  • 18.  
  • 19. Initial findings
    • OWL Groups formed in both community and work settings
    • Significant participation from non traditional learners
    • Groups have an optimum size: more than 5, less than 15
    • 75% women / 25% men participate
    • Rurality reduces participation
  • 20. Discussion questions
    • What barriers do older adults face in accessing/continuing to work?
    • How can these barriers be overcome?
  • 21. Benefits from Age Diversity
    • Retain corporate memory
    • Outward looking culture
    • Positive succession planning
    • Labour & Skills needs smoothed
    • Work-life balance = productive staff
    • Flexibility
    • Reduce staff turnover
    • Return on training investment
    • Increase output / productivity
    • Retirement peaks reduced
    • Positive image
    • Better link to Product & Services
    • Customer empathy
    • Increased market awareness
  • 22. More information?
    • ‘ Toolkit’ distance learning programme - Use the Age Positive web site - http://www.agepositive.gov.uk/
    • Employment (Equality) Age Regulations 2006 http://www.ecu.ac.uk/guidance/age/legislation.htm
    • ‘ Older People and Employment in Scotland’ Report
    • http://www.cll.strath.ac.uk/ssi/news.htm
  • 23. Enhancing Employability through Learning Presented by Graham Smith Senior Studies Institute University of Strathclyde