Altered Conditions And Attitudes 2 - Slide 2/2
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This document summarizes issues relating to an aging workforce in the UK healthcare system. It notes that the population over 50 is growing and will account for over 40% of the population by 2020. This aging population affects both healthcare service users and providers. The document outlines demographic trends, the diversity of the current NHS workforce, health issues facing an aging population, and legal frameworks relating to age diversity. It discusses challenges of an aging workforce like retention, shortages, and health issues, and strategies the NHS is taking like flexible work policies, training, and removing mandatory retirement ages.
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The multi-generational workforce - the new fault line?
Total Reward Design for an Intergenerational Workforce - Compensation Strategies
Total Reward Design for an Intergenerational Workforce - Compensation Strategies
Four Generations In The Workplace: Top 10 Signs of Multigenerational Issues
Four Generations In The Workplace: Top 10 Signs of Multigenerational Issues
Similar to Altered Conditions And Attitudes 2 - Slide 2/2
ILC-UK Future of Ageing Conference
On the 24th November 2015, we held our first annual conference on 'The Future of Ageing'.
During this full day conference we painted a picture of the future of ageing and explored the challenges and opportunities ahead. Through our unique lifecourse focus we explored the potential impact of ageing not just on today’s older population, but also on tomorrows.
We heard presentations from:
- Steven Baxter (Partner, Hymans Robertson);
- Lord Filkin (Chair of the Centre for Ageing Better and Chair of the House of Lords Committee on Public Service and Demographic Change);
- Lord Willetts (Executive Chair at Resolution Foundation, and former Minister of State [Department for Business, Innovation and Skills]);
- Paul Johnson (Director, Institute for Fiscal Studies);
- Baroness Altmann (Minister for Pensions);
- Professor Jane Elliott (Chief Executive, Economic and Social Research Council);
- Professor Sir Mark Walport (Government Chief Scientific Adviser [GCSA] and Head of the Government Office for Science);
- Jim Boyd (Director of Corporate Affairs, Partnership);
- Elaine Draper (Director, Accessibility & Inclusion, Barclays);
- Mario Ambrosi (Head of Communications and Public Affairs, Anchor);
- Baroness Kay Andrews (Member of the House of Lords Built Environment Committee, Former Parliamentary Under-Secretary (Department for Communities and Local Government) 2006-2009);
- Professor Ian Philp (Deputy Medical Director for Older People’s Care, Heart of England NHS Foundation Trust).
The conference was chaired by Baroness Sally Greengross (Chief Executive, ILC-UK) and Lawrence Churchill (Trustee, ILC-UK).
Briefing note
GROUP 4.
Shannen O Connell.
Tony O Connor.
Gillian Currie.
Christine O Halloran.
Rasheedat Abdulrasheed
Dr Raymond Jankowski
The strategic plan outlines Public Health England's vision for the next four years to improve health outcomes and reduce health inequalities by 2020. Key priorities include tackling non-communicable diseases through prevention efforts like reducing tobacco and alcohol use, improving nutrition, and increasing physical activity. Public Health England also aims to address the wider social determinants of health and take a holistic, place-based approach through partnerships across sectors.
Herts third sector public health workshop older people
Herts third sector public health workshop older peopleProfessor Jim McManus AFBPsS,FFPH,CSci, FRSB, CPsychol
The document summarizes a public health workshop on older people that was held on March 6th, 2014. It discusses that voluntary groups make an important contribution to public health. The workshop was an opportunity for the voluntary sector to provide input on policy development and discuss new commissioning arrangements. It also reviewed key health data on the older population in Hertfordshire, including projections that the population over 65 will increase significantly in coming years and rates of conditions such as dementia, falls, obesity, and physical inactivity.Ed Millensted - Innovation Scouts: Collaboration and learning
Presentation by Ed Millensted, Programme Manager, Innovation Agency at the Innovation Scouts: Collaboration and learning event on Thursday, 10 October at The Royal College of Physicians, Liverpool.
Healthy and Active Ageing
Keynote address by Anna Dixon (Chief Executive, Centre for Ageing Better) at the Royal College of Occupational Therapists Older People Annual Conference 2017.
110614 tim warren presentation
The document discusses self-management of chronic conditions and its importance for sustainability of healthcare systems. It notes that:
- Chronic conditions will rise dramatically, with many people having multiple conditions.
- Expectations of care quality will increase as standards that are currently seen as inadequate will be viewed as inhumane.
- For healthcare systems to be sustainable, chronic conditions must be managed differently by empowering self-management supported by technology and expertise when needed.
NHS Workforce Development conference 28/06/2016
This document summarizes the challenges facing the NHS due to an aging workforce. The average age of NHS staff is 43.7 and projected to rise to 47 by 2023, with over half over age 40. This aging workforce needs support through improved occupational health, flexible work arrangements, pension education and awareness of challenges and opportunities. Research is examining how to extend working lives through management practices and policies that engage and support an aging workforce. Cultural change and long-term workforce planning are needed to address retention risks as more staff retire, posing quality and supply challenges for the NHS.
Preparing to live longer
Heléna Herklots, Services Director Age UK - Opening plenary about occupational therapy challenges and rewards as people get older. COT Annual Conference 2010 (22-25 June 2010)
Workforce Race and Equality in Nursing and Midwifery
This document discusses workforce race equality in nursing and midwifery in the UK NHS. It provides background information and statistics showing that while 20.5% of NHS nurses and midwives are from Black and minority ethnic (BME) backgrounds, they are underrepresented in senior pay bands. The document outlines a model to improve BME representation across all levels by 2028 through leadership commitment, positive action, accountability, and monitoring progress. It discusses priorities from the NHS Long Term Plan and Workforce Race Equality Standard to close gaps and ensure middle management engagement. The presenter asks audience questions about implementing improvement plans.
Webinar: Public health and policy reform - Mitigating Increases in the State ...
In this webinar, members of the informal MISPA group highlighted some of the unintended consequences for public health due to the legislated increases to the State Pension Age. Such consequences will impact the NHS, occupational health, social care, the voluntary sector, and older people themselves. Preparing for these impacts can help mitigate them, and the necessity of such preparation is underscored by the current COVID-19 crisis.
Elizabeth mc positive change in ageing pop 070910
This document discusses the drivers for positive change in Scotland's health and social care system. It notes key trends like an aging population and rising rates of long-term conditions. It also outlines government strategies to shift the balance of care, better manage long-term conditions through self-management and integrated teams, and prevent illness. Occupational therapists are encouraged to actively promote their profession, enable positive change, and discuss hot topics like integrated working and skill mix with colleagues.
Marc Bush: Public expectations of the NHS
Changing landscapes, changing expectations summarizes key facts about health and social care in the UK:
- Demand is growing due to an aging population, with the NHS seeing 27,000 patients per hour and over 5 million adults providing unpaid care.
- The health and social care systems are undergoing significant changes through new legislation that the public remains confused by.
- While most people report satisfaction, deeper surveys found 1 in 3 experienced a serious mistake or abuse, and over half did nothing to report problems.
- A new vision outlines 8 consumer rights for health and social care to better meet changing public expectations.
RIWC_Lord Filkin
The document discusses the global trend of population aging, with three key points:
1) The world's population over 65 will increase by 230 million by 2025, with Asia becoming the oldest region.
2) People are now living 35 years longer on average than in 1970, presenting opportunities but also challenges for health and social systems.
3) Governments will need to address the growing fiscal burden of pensions, health care, and disability support for a longer-living population with fewer workers.
Later life 2011 - National and International trends
This document summarizes trends related to later life in the UK and internationally. It discusses demographics of aging populations, health and wellbeing challenges in later life, issues around work, learning, income and finances for older individuals, and relevant public policies. Key points covered include rising life expectancies and numbers of older people, increasing prevalence of chronic health conditions and disabilities with age, and the importance of factors like income, wealth, employment and learning for wellbeing in later life.
CfWI Horizon Scanning Big Picture Challenges
The CfWI horizon scanning team has produced a series of posters to represent the key messages from the CfWI report Big picture challenges for health and social care - implications for workforce planning, education, training and development which is due to be published shortly.
The posters focus on the five domains of Health Education England's Education Outcomes Framework
excellent education
competent and capable staff
adaptable and flexible workforce
NHS values and behaviours
widening participation
using them as a basis to put forward thought-provoking questions.
The posters are available to download below.
If you would like to contribute to our horizon scanning work, contact horizonscanning@cfwi.org.uk.
2SummaryAnnual-Report-2014-15.WEB_
East Leicestershire and Rutland Clinical Commissioning Group (ELR CCG) is an NHS organization that plans and pays for local healthcare services. In 2014-2015, ELR CCG served over 321,000 patients through 32 GP practices. ELR CCG commissions a variety of healthcare services including primary care, hospital care, urgent care, rehabilitation care, and community services totaling £328 million. ELR CCG operates based on a vision of improving healthcare quality and access led by clinicians. ELR CCG works in partnership with various organizations and engages in listening to patients, the public, and clinicians to help shape healthcare services.
Liz rutherford NW london STP
The document introduces the Sustainability and Transformation Plan (STP) for North West London and the older people's care programme within it. It aims to share the programme's progress and priorities and seek feedback. The older people's care programme is focusing on getting health and social care systems to work together better for older adults, improving care for those in homes, supporting home-from-hospital care, end-of-life care, and commissioning high quality services. It has made achievements like establishing home as the preferred place of care and increasing rapid response services. The reference group aims to improve care coordination and address challenges like workforce development through its projects.
Obesity- Tipping Back the Scales of the Nation 19th April, 2017
Jamie Blackshaw presented on obesity trends and efforts to address obesity in the UK. Obesity rates have significantly increased over time and pose a major health challenge. The costs of obesity to health and the economy are substantial. While attitudes recognize obesity risks, stigma persists. To tackle obesity, Public Health England is pursuing a five pillar plan focusing on leadership, community engagement, monitoring, supporting delivery, and modifying the obesogenic environment. Efforts include sugar reduction, improving weight management services, and developing healthy communities and choices through a whole systems approach.
Operational guidelines nphce_final
This document provides operational guidelines for the National Programme for Health Care of the Elderly (NPHCE) in India. It notes that India's elderly population is growing rapidly and will face increased risk of chronic diseases. The NPHCE aims to introduce comprehensive healthcare dedicated to the elderly's needs, covering preventive, curative, and rehabilitative care. It will be implemented across primary, secondary, and tertiary levels of India's public health system over two years with central and state government funding. The program seeks to address the health challenges faced by India's growing elderly population.
Similar to Altered Conditions And Attitudes 2 - Slide 2/2 (20)
Herts third sector public health workshop older people
Herts third sector public health workshop older people
Ed Millensted - Innovation Scouts: Collaboration and learning
Ed Millensted - Innovation Scouts: Collaboration and learning
Workforce Race and Equality in Nursing and Midwifery
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Obesity- Tipping Back the Scales of the Nation 19th April, 2017
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Workplaces In Change 3 - Slide 2/3
The document describes phases of a research project that aims to develop an assistance system to support age-differentiated work design and employee assignment. Phase 1 involves cross-sectional studies to identify design measures needed to adequately assign current employees regarding performance and strain. Phases 2-3 involve longitudinal studies to identify proactive design measures for an aging workforce and measures for specific workers to prevent disorders or strain. Tool I was developed and validated to assess physical demands and abilities, and initial studies found little dependence between age and disorders but correlations between workload and disorders.
Workshop 08
This document outlines the development of a mentoring software system to help companies and employees adjust to technological changes. The system includes four integrated modules for recruitment, education, mentoring, and administration. It was created through transnational cooperation and collaborative learning to support a knowledge-based society. The document requests feedback on making the system's application broader or more narrow in scope.
Workshop 20
The document describes the Skill 3 Project which aims to enhance workers' skills and facilitate work-life balance in relation to market changes. The project is led by the Province of Vercelli and involves partnerships with organizations like chambers of commerce, trade unions, and vocational training agencies. The project established two Skill 3 centers that provide analysis, guidance and training to both enterprises and workers, especially those over 45, with short-term jobs, inadequate skills or work-life balance difficulties. Case managers help develop individual and company development plans through needs assessment and potential pilot projects.
Workshop 09
The MULM project aims to promote lifelong learning, employability, and regional development. It focuses on unemployed, low-educated middle-aged men and helping them transition into healthcare careers. The unconventional approach recruits older men into the traditionally low-status healthcare sector and provides individualized education plans and career counseling. The project brings together different systems like education and the workforce to develop new solutions that create jobs and a more skilled regional labor pool through collaboration.
Workshop 10
The document discusses age policies and strategies for maintaining employee performance at work in hospitals. It notes the aging workforce and need to attract and retain employees. Key points discussed include implementing an age-conscious personnel management policy, managing employees of all ages with common tools while also considering the specific needs of young and older workers, building skills throughout one's career, and using tools like training, evaluation, and surveys to engage and develop employees of all ages.
Workshop 16
The document summarizes an initiative called "Generation Gold" in Germany that aims to help long-term unemployed individuals over 50 years old find work. It discusses the challenges faced by older unemployed individuals in the region and the objectives of the project, which include integrating them into the workforce and raising employer awareness. Key activities involved individual coaching, counseling employers, and networking. Early findings showed many participants had health issues or lacked qualifications. However, employers were open to older workers if they were qualified and flexible. The initiative had successes in placing 30% of participants in jobs and raising broader awareness of older workers' value.
Workshop 17
The document discusses age management in small and medium enterprises (SMEs). It describes the roles and services of various French organizations that support SMEs in managing employee age, including providing information, advice, training programs, and consulting services. It outlines the methodology used to conduct age diagnoses of SMEs to identify issues related to an aging workforce and develop tailored action plans.
Workshop 21
The SWOOP Project aimed to help older workers aged 45+ in the UK evidence their skills through the use of ePortfolios. The project had three strands focusing on employers, individuals, and skills coaching/information & guidance. An ePortfolio was intended to help older users understand and represent their skills and achievements to potential employers. However, the initial ePortfolio product was criticized and issues with its usability demotivated users. The project then shifted focus to workshops providing dedicated training over an extended period to support reflection on skills. Feedback indicated ePortfolios could help users update resumes and feel more confident about their skills when presented visually. The project found technology was not a barrier as long as the ePortfolio product
Workshop 23 - Slide 1/2
The document discusses projects in four European countries that addressed employment for older workers. The projects had different approaches but common themes of age management, assessment, career planning and training. They produced guides on good practices. Results included initiatives benefitting small businesses in Austria, 20% employment and innovation teams in Germany, job coaches in Poland, and support for over 200 UK individuals and 47 businesses. It recommends a holistic framework for older unemployed/workers.
Workshop 23 - Slide 2/2
The South West Opportunities for Older People (SWOOP) project focuses on helping older workers in southwest England remain economically active. SWOOP provides services like information, advice, guidance, training, coaching and help finding work. It targets both individuals aged 45+ and employers. By the end of 2006, SWOOP had helped 254 beneficiaries, most over age 50. Findings showed that older workers valued career advice and that age discrimination and poor job hunting skills remained issues. Employers were often compliant with age discrimination law but had not changed practices and still preferred younger workers due to stereotypes.
Workshop 24
The document discusses the work of Frauenstiftung, located in southern Upper Austria. Frauenstiftung aims to promote gender equality and empower women aged 45+ in the regional social economy. It offers counseling, training programs, and works with regional partners. One of its projects involved two training courses for 30 women aged 45+, focusing on skills development, health, learning, and unleashing creativity to change perceptions of aging. The courses helped participants reflect on their skills and dreams to gain new perspectives and self-images for better aging and work.
Workshop 26
The document discusses elderly plans and generation management in small and medium enterprises (SMEs). It describes a project called "experience has future" that supported 15 SMEs in Vienna. The project helped companies analyze their situation, initiate measures to support all three generations of employees, and develop sustainability at work for elderly employees. The consulting approach involved information, sensitization, analysis, conception, implementation, and evaluation. Key topics addressed included organizational culture, lifelong learning, knowledge management, and age-adjusted jobs.
Workshop 27
The document discusses a project called "Advancing Women's Employability" which aims to help women aged 50+ improve their employment prospects. The project includes pathfinder and accelerator programmes made up of sessions on topics like career skills, business startups, health, and technology. It shares the story of a participant who gained confidence, went to college, and did volunteer work after completing the project. Lessons learned highlighted that the programme was well-received but also identified issues around personal planning, caring commitments, health, and supporting women beyond the project.
Workshop 28
This document summarizes a project conducted in Upper Normandy, France from 2002-2005 aimed at developing strategies for integrating and orienting senior workers at the regional level. The project was led by OPCAREG Haute-Normandie, a non-profit organization that manages training budgets for companies. The goals of the project were to make use of senior workers' experience, facilitate job changes or adaptations for seniors, and keep them in the labor market longer. Over the course of the project, 19 knowledge transfer schemes were realized by pairing seniors with juniors. The document outlines a 12-step recipe for successful knowledge transfer based on lessons learned from partnerships with various companies.
Workshop 29
This document discusses strategies for convincing employers to recruit older workers. It outlines common prejudices employers have against older jobseekers, such as being too expensive or having outdated skills. It also describes obstacles older jobseekers face, such as unrealistic expectations or lack of skills. Two positive strategies are highlighted: focusing on older workers' competences rather than age, using tools like a diversity guide and self-evaluation of generic skills; and financial incentives for both employers and employees to reduce the cost of hiring older workers. Overall, the document argues that focusing on competences and experience can persuade employers of the value older workers provide.
Workshop 02
1. Health promotion programs are important for unemployed individuals, especially those aged 50 and older, to help preserve employability and quality of life. However, such programs are currently underdeveloped.
2. Long-term unemployed individuals aged 50-60 who participated in qualification programs that included psychosocial counseling achieved higher reemployment rates compared to those using standard support.
3. Community-based health promotion programs that help build social support networks can significantly improve unemployed individuals' psychological well-being and reduce health risks.
Workshop 03
The Senior Studies Institute at the University of Strathclyde provides lifelong learning opportunities for people over 50 through classes, seminars, and university course access. As populations age, more older workers will stay in the labor market longer to address workforce challenges. Potential solutions include reviewing ageist recruitment and training practices, and creating flexible work arrangements to take advantage of experienced older workers who face barriers to continuing employment.
Workshop 04
This document discusses issues around all-age employment in Greece and initiatives to address them. It notes a lack of targeted policies and few practices around age management in Greece. This has led to unfavorable scenarios as the population over 55 is projected to rise significantly. Several organizations are working on initiatives like knowledge transfer workshops, mapping the current situation, and promoting good practices in age management to help adapt solutions from other European countries and mainstream effective practices. The anticipated results include adapting European approaches to Greece, promoting innovative age management practices, and impacting employment and social integration systems, practices and policies.
Workshop 05
The document describes the Jobsis Mentoring Model project in Finland which aims to help social and health care professionals find employment through job rotation and mentoring. The mentoring model involves pairing experienced employees with less experienced mentees over a 14 week practical training period. Evaluation found that the majority of mentees and mentors felt the mentoring relationship and model were effective learning tools and over 80% of mentees achieved their learning goals. 12 out of 17 mentees found work in social or health care after completing the training and mentoring.
Workshop 06
The CAWA project aims to increase awareness of workforce ageing issues through national and European discussions. It develops guidelines to improve individual choice and societal well-being. The project involves partners from Austria, Sweden, Spain, Bulgaria and is coordinated by the Working Lives Research Institute in London. National workshops in each country discuss best practices in sectors like hotels, retail, and healthcare. Case studies and reports are published on the project website.
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