Supporting age-friendly employment
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In this presentation entitled 'Supporting age-friendly employment' the Centre for Ageing Better's Senior Programme Manager, Jemma Mouland, speaks about the reality of our ageing workforce at the LGA conference 'Skills, employment and inclusive growth: Can we deliver what our local economies need?'.
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Supporting age-friendly employment
- 1. Supporting age-friendly employment Skills, employment and inclusive growth: Can we deliver the skills our local economies need? Jemma Mouland Centre for Ageing Better @JemmaMouland
- 2. Overview • Our longer working lives – overview • Becoming an age-friendly employer • What role can local government play in supporting more age-friendly employment?
- 3. Centre for Ageing Better 3 We work for a society where everybody enjoys a good later life An independent charitable foundation We are funded by an endowment from the Big Lottery Fund We are part of the network of What Works organisations that promote the better use of evidence We develop, share and apply evidence to help people age better and bring about change to improve later lives
- 4. Our Longer Working Lives – Overview
- 5. Health Financial security Social connections Work interrelates with all these factors: • Better health allows for longer working life (but working longer doesn’t necessarily make you healthier…) • Save more and delay retirement • Social connections, meaning and purpose But all of these are dependent on the quality of work Later Life in 2015 survey of those aged 50+ (Centre for Ageing Better, Ipsos MORI 2015) What makes for a good later life?
- 6. 6 “For me the good life is having a job again” - Later Life in 2015 participant
- 7. This matters for society, employers and individuals Average spend per head and area of provision, 2020 (spend per head £1000s)
- 8. 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 66 67 68 69 Employment rate by age Age Working longer? • Over 10m working over age of 50 • Over 1.1m working over 65 • Since 2008: higher employment % for those aged 50-64 than 18-24 State Pension age 2020 2028 2039 Rising
- 9. Prevalence of long-term health conditions, by age and number of conditions Health, work and age
- 10. Source: Family Resource Survey 2014-15 Peak age for caring Proportion of adult population with informal caring responsibilities, by age and gender
- 11. Proportion who would like to receive work-related training and who expect to receive work-related training by age group Training and development
- 12. Change in percentage who agree they have job security between 2005 and 2015, by age Job security
- 13. Restructuring more likely and greater impact for older workers
- 14. Do you think you will be able to do your current job or a similar one until you are 60 years old? (Response: NO) Ability to work for longer
- 15. Those who are out of work face multiple barriers to return Source: Learning & Work Institute calculations based on DWP: Information, Governance and Security Directorate Work Programme job outcomes as a proportion of referrals by participant characteristics (2011-2016)
- 16. 0% 10% 20% 30% 40% 50% 60% 70% 16-49 50-64 Duration of unemployment by age Up to 6 months 6-12 months 12-24 months Over 24 months Labour market exit is more likely to be permanent for over 50s
- 19. Becoming an age-friendly employer
- 20. Fulfilling Work – Ageing Better Age – Friendly Employers Worklessness & Employment Work & Health
- 21. 21 Becoming an age-friendly employer
- 22. 22 Becoming an age-friendly employer
- 23. 23 Becoming an age-friendly employer
- 24. 24 Becoming an age-friendly employer
- 25. 25 Becoming an age-friendly employer
- 26. What role can local government play ?
- 27. 27 • Promoting good employment practice – GM Employer's Charter • Leading by example – adopting age-friendly employment practices • Raising the agenda – GM Ageing Hub Case study: Greater Manchester
- 28. 28 What can you do? How can we help?
- 29. Centre for Ageing Better Angel Building, Level 3 407 St John Street, London, EC1V 4AD 020 3829 0113 www.ageing-better.org.uk Registered Company Number: 8838490 & Charity Registration Number: 1160741 Please get in touch: jemma.mouland@ageing-better.org..uk @JemmaMouland
Editor's Notes
- Here today to present to you on the reality of our ageing workforce – emphasise the reality, its not something that' coming, its something that's here. Nearly one in 3 workers are over 50 and the average employee is now in their 40s. Older workers today are already suffering for less job security, significant gender pay gaps and disability employment gaps. We need to change our employment practices to support us all to access the benefits of longer working lives.
- I'll present to you some of the stats and some of the good practice needed to be an age-friendly employer and the aim of this is to get you thinking about the role of local council's in supporting age-friendly employment.
- + recent strategy. Focus on: People approaching later life Those at risk of missing out on a good later life Fulfilling work is one of our four priority goals
- Work interrelates with all of these factors: - Healthier people are able to work for longer if in ‘good work’ Finances are improved by working for longer and delaying pension draw down Connections with colleagues are the thing people miss the most when out of work BUT all of this depends of the quality of the work. There’s also a significant inequalities issue to address here: Older workers face higher levels of long-term unemployment, long-term low pay, gender pay differentials and health-related inactivity. Too many people are approaching retirement with inadequate savings in poor health and at risk of missing out on a good later life. By supporting people in later life to be in fulfilling work we can help mitigate these inequalities.
- There are significant economic benefits from supporting people to stay in work longer: Enabling more people to be in fulfilling work for longer creates a fiscal win-win: increased tax revenues combined with reduced or deferred demand for state support. Employers: By supporting people to work for longer employers are also able to retain a skilled and experienced workforce. Its also a necessary response to future skills and labour demands. Individuals: Being in work for longer is also really important for individuals – helps provide meaning and purpose, maintain social connections and is vital to an individual’s income and future savings. (More people living longer drives increases in both the volume and pattern of public spending, most directly in terms of the state pension, as well as health and adult social care (OBR, 2015). One response is to tax people beyond working age – our suggested response is to extend working lives and delay the point at which tax payments decline)
- Good news is that lots of people are working later in life. But year before SPA more people are out of work than in. Drop off begins in mid 50s Main reasons for early exit are: health, caring, redundancy/unplanned retirement As SPA increases, length of time out of work will increase
- % of people with one or more LTC increases significantly with age. – ill health is the primary driver of early labour market exit By 2030 40% of working age pop will have an LTC Facing significant challenges if we don’t rethink how our workplaces and services operate – research we conducted show its as much about the little things (nice managers, fans and flex) as it is about role / workplace redesign and intensive support.
- Another big challenges people face is caring 50s is the peak age for caring ACCESS TO FLEX WORK KEY – as it is for people with health conditions.
- Across the whole of the OECD, only Turkey and Slovenia have lower levels of on-the-job training for older workers than the UK (Government Office for Science, 2017). (although, also have lower expectation of and appetite for training)
- Feel much more insecure with age
- And restructuring has a much bigger impact on people in later life.
- There’s also very different experiences dependent on the type of job and indeed sector you work in – for example, those in manual or low-skilled clerical work feel much less confident about their ability to continue doing that job until they’re 60. (main sectors for over 50s are public admin/ education/ health, hospitality – men more equal spread across sectors than women)
- When people in later life fall out of work, they find it much harder than any other age group to return to work (~30% out of work, high economic inactivity – double 25-49) Worse success rates of all on government’s work programme. Research we conducted identified a lack of suitable, sensitive, tailored and holistic support.
- Much more likely to be out of work longer than other age groups, and least likely to return.
- At ageing better we have three areas of strategic focus: Supporting people back into work – to date a lot of this has been based up in GM, as we recognise the importance of a place-based approach to this issue Supporting people to stay in work – partnership with BITC, research report on AFE coming out soon And newly launched supporting people with health at work (launched under new strategy)
- Partnership with GM No silver bullet solution – looking at a range of routes Levers such as employment charters (such as in Greater London and Greater Manchester) - promote good employment practice. Doesn't even have to be age-specific , the proposed areas with GM charter cover our good practice principles – flex, progression etc. With a specific section on equality/ inclusion which references age. Leading by example – being an AFE, influencing public and anchor institutions – also think about your supply chains Raise the agenda of this issue – engaging with LEPs/ Business Growth Hubs to promote this issue with employers. Raise this discussion with skills and careers. With jobcentres. Make ageing part of the discussion. Banbury Belfast Brighton and Hove Bristol Coventry Derry City and Strabane Glasgow Greater Manchester Isle of Wight Leeds Liverpool London London Borough of Lewisham London Borough of Southwark Manchester Melksham Middlesbrough Newcastle upon Tyne Newry, Mourne and Down Nottingham Salford Sefton Sheffield Stockport Stoke-on-Trent Sunderland West Cheshire