South West Opportunities for Older People - Age & Employability Lindsey St. John - Project Director

The South West

Profile of SW England Population of nearly 5 million Higher proportion of residents over 50 + than other UK regions Increasing faster through inward migration (45% by 2024) 73% 50-65 yr in work (30% of SW working population) 11% over 65 Combination of urban & rural areas Many small and micro business Low reported unemployment

Population of nearly 5 million

Higher proportion of residents over 50 + than other UK regions

Increasing faster through inward migration (45% by 2024)

73% 50-65 yr in work (30% of SW working population)

11% over 65

Combination of urban & rural areas

Many small and micro business

Low reported unemployment

Rises in employment rate

Decline in unemployment

Little change in inactivity in SW

Reasons for inactivity

Objectives of SWOOP Focus on Age & Employability (45+) Over 20 partners involved in £2.5m funded project interested in the economy, productivity, jobs, older people Anticipating effects of demographic change on a region Looking at sustainable options – infrastructure development & programmes Keeping people in work or helping them back to work Creating employment opportunities – self employment and start up Raising issue with employers – trying to effect change in attitude and behaviour Work with key regional agencies Learn from Europe - 2 transnational partnerships

Focus on Age & Employability (45+)

Over 20 partners involved in £2.5m funded project interested in the economy, productivity, jobs, older people

Anticipating effects of demographic change on a region

Looking at sustainable options – infrastructure development & programmes

Keeping people in work or helping them back to work Creating employment opportunities – self employment and start up

Raising issue with employers – trying to effect change in attitude and behaviour

Work with key regional agencies

Learn from Europe - 2 transnational partnerships

SWOOP : Helping older workers become or remain economically active Information, Advice and Guidance (IAG) Personal development, coaching, training Employment advice & guidance Interview training Application & CV writing Work experience/voluntary placements Self employment & business start up Health & wellbeing

Information, Advice and Guidance (IAG)

Personal development, coaching, training

Employment advice & guidance

Interview training

Application & CV writing

Work experience/voluntary placements

Self employment & business start up

Health & wellbeing

SWOOP Activities- Employers & employer agents Awareness raising (workshops) Age Legislation – information & advice (helplines) HR processes – Recruitment & selection; staff training; promotion; succession planning; revitalisaition; flexible working; retirement planning Age positive practice Workforce planning/LMI

& employer agents

Awareness raising (workshops)

Age Legislation – information & advice (helplines)

HR processes – Recruitment & selection; staff training; promotion; succession planning; revitalisaition; flexible working; retirement planning

Age positive practice

Workforce planning/LMI

Findings from SWOOP - Individuals By 31 st December 2006 254 beneficiaries in total 191 aged over 50, 63 aged 40-50 31% no qualifications, 22% qualified at level 4-5 30% have been unemployed for over 3 years Value of IAG for older people – in work & out of work Inability to adequately represent skills, knowledge & experience Discrimination V poor job hunting skills? Quality of jobs is an issue Stereotypes still persist Self employment/start up is important Greater flexibility is needed

By 31 st December 2006

254 beneficiaries in total

191 aged over 50, 63 aged 40-50

31% no qualifications, 22% qualified at level 4-5

30% have been unemployed for over 3 years

Value of IAG for older people – in work & out of work

Inability to adequately represent skills, knowledge & experience

Discrimination V poor job hunting skills?

Quality of jobs is an issue

Stereotypes still persist

Self employment/start up is important

Greater flexibility is needed

Findings from SWOOP - Employers Compliance with law rather than a change of practice Have responded negatively in some respects to the new law Have not grasped implications of demographic change Persist with desire to recruit young workers, although may value the older workers they have Stereotypes persist Intermediaries have a key role to play in encouraging employment & training

Compliance with law rather than a change of practice

Have responded negatively in some respects to the new law

Have not grasped implications of demographic change

Persist with desire to recruit young workers, although may value the older workers they have

Stereotypes persist

Intermediaries have a key role to play in encouraging employment & training

Thank You! Contact us at: www.swoop-project.org.uk

Contact us at:

www.swoop-project.org.uk