The UK economy could see a shortfall of 2.6 million workers by 2030 – almost twice the workforce of the NHS – as a result of population ageing, the COVID pandemic and Brexit.
These shortfalls will affect the whole economy, with manufacturing, retail, construction, transport, health and social care among the sectors projected to be hardest hit.
To plug these gaps, Government must introduce a comprehensive Workforce Strategy looking at:
How to support people to stay in the workforce for longer, e.g. by supporting healthy workplaces, supporting carers and creating flexible conditions that suit people’s needs.
How to ameliorate childcare costs and reintegrate people into the workforce following timeout for caring or a health need
The role of migration and automation in addressing major workforce gaps
New research by the International Longevity Centre, the UK’s leading think tank on the impact of longevity on society, highlights deep-seated inequalities in the UK’s changing labour market and the critical condition of the current economy.
The recently publicised increase in the number of economically inactive adults due to long term sickness brings to the fore deep seated problems in the UK labour market, according to newly completed research by the International Longevity Centre and Bayes Business School (formerly Cass).
The ILC’s analysis over a 30-year period identifies four strategic concerns:
• A shortage of active workers: There are now only 1.7 economically active workers for each inactive adult aged 16+. Despite pension reforms and the removal of the default retirement age at 65, this level is the same as it was 30 years ago in 1992.
• Too many inactive workers are ill: Of the 8.9m inactive adults under 65, 2.5 million are long term sick, almost a 0.5m increase since 2019.
• Numbers in work have increased but men much less than women: The population has grown by 18% since 1992. But while the number of economically active women has increased by 30.6%, the number of economically active men has increased by only 11.3%. Meanwhile the number of women working full-time has increased by 49.2%, the number of men working part-time is up by 130%.
• The gap between jobs and skills is growing: The UK population is expected to grow to 72m by 2040. Since 1992, jobs in manufacturing have declined by 37%, while jobs in service sectors are up by 74%. Previous ILC research estimates a shortfall of 2.6m workers by 2030 – yet economic activity rates among 18-24 years olds are almost 50% of the level in 1992 exacerbating labour shortages elsewhere in the economy.
Health inequalities are a major limiting factor in preventing people from working. In the unhealthiest local authorities, like Blackpool or Hull, health expectancy is less than 57 years compared with over 70 years in the healthiest such as Wokingham. If health expectancy increased by one year this would increase working lives by 3.4 months and significantly reduce the burden on the NHS and welfare costs.
Keeping people healthy is clearly beneficial to the economy given the inequalities highlighted above. But there is a double cost represented by a loss of income plus increases in the cost of health care and sickness and disability benefits.
For example, spending on working-age health and disability benefits is over £45bn a year and accounts for about 1.6% of GDP, higher than the previous peak in 1992 when it was 1.5%. Spending on healthcare is also far greater than it needs to be.
Maximising the economic opportunity of ageing - Future of Ageing 2019ILC- UK
In this introductory session at the ILC's fifth Future of Ageing Conference, ILC Director, David Sinclair, set the scene for the conference.
Delegates heard about the new ILC research on the longevity dividend, which sets out the huge economic contribution of older people today and projects potential future economic growth as a result of ageing.
David talked about ILC’s views on how we might realise an even greater longevity dividend for the UK economy, by unlocking the full potential of older adults as consumers and employees.
Download 'Maximising the longevity dividend' from the ILC website - https://ilcuk.org.uk/maximising-the-longevity-dividend/
Find our more about Future of Ageing 2019 - https://ilcuk.org.uk/event-the-future-of-ageing/
Ons rapport identificeert een vijfstappenplan om wereldwijde groei van vacatures te stimuleren.
http://haysoxfordeconomics.clikpages.co.uk/globalreport2011/
On Wednesday, 3 March 2021, ESRI researcher Adele Bergin presented the topic ‘Macroeconomic and demographic drivers of public hospital expenditure’ at the conference ‘Irish hospital expenditure beyond the era of COVID-19.’
The conference examined issues relating to expenditure on acute hospital care in Ireland. Findings from recent ESRI research, undertaken as part of the ESRI Research Programme in Healthcare Reform, which is funded by the Department of Health, were presented.
To view the presentation slides and other event details, click here: https://www.esri.ie/events/irish-hospital-expenditure-beyond-the-era-of-covid-19
To view a video of the presentation, click here: https://www.youtube.com/watch?v=rCeWYiEe_Sc
In this comprehensive chapter on unemployment, we embark on an explorative journey into the intricate dynamics of joblessness, aiming to dissect its multifaceted nature and illuminate pathways towards meaningful solutions.
We commence our inquiry by delineating the diverse manifestations of unemployment, discerning between frictional, structural, cyclical, and seasonal unemployment. Each form bears its distinct characteristics and implications, necessitating nuanced approaches for effective intervention.
Delving deeper, we unravel the underlying drivers of unemployment, which encompass a constellation of factors spanning technological innovation, globalization, mismatched skills, and economic fluctuations. Understanding these root causes is pivotal for devising targeted strategies that address the systemic barriers to employment.
Furthermore, we scrutinize the reverberating ripple effects of unemployment across individuals, families, and communities. From financial insecurity and diminished well-being to social disintegration and diminished human capital, the repercussions of joblessness permeate every facet of society, underscoring the urgency of concerted action.
Turning our gaze towards potential remedies, we embark on a quest to unearth pathways towards inclusive prosperity. We advocate for investments in education and skills development, fostering a dynamic workforce equipped to thrive in an ever-evolving labor market. Additionally, we champion the imperative of proactive labor market policies, including job creation initiatives, wage subsidies, and retraining programs tailored to the needs of vulnerable populations.
Moreover, we spotlight the catalytic role of entrepreneurship and innovation in engendering job growth and economic resilience. By cultivating an ecosystem conducive to enterprise, we nurture the seeds of innovation and empower individuals to chart their own pathways to prosperity.
Yet, our quest for solutions extends beyond policy prescriptions to encompass a broader ethos of social solidarity and collective responsibility. We underscore the imperative of forging partnerships across sectors, harnessing the collective ingenuity of government, business, civil society, and academia to forge a more equitable and inclusive future.
In sum, this chapter serves as a testament to the complexities of unemployment and the imperative of collective action. By embracing a holistic approach that addresses the structural roots of joblessness while fostering individual empowerment, we can aspire towards a future where every individual has the opportunity to realize their full potential and contribute meaningfully to society.
New research by the International Longevity Centre, the UK’s leading think tank on the impact of longevity on society, highlights deep-seated inequalities in the UK’s changing labour market and the critical condition of the current economy.
The recently publicised increase in the number of economically inactive adults due to long term sickness brings to the fore deep seated problems in the UK labour market, according to newly completed research by the International Longevity Centre and Bayes Business School (formerly Cass).
The ILC’s analysis over a 30-year period identifies four strategic concerns:
• A shortage of active workers: There are now only 1.7 economically active workers for each inactive adult aged 16+. Despite pension reforms and the removal of the default retirement age at 65, this level is the same as it was 30 years ago in 1992.
• Too many inactive workers are ill: Of the 8.9m inactive adults under 65, 2.5 million are long term sick, almost a 0.5m increase since 2019.
• Numbers in work have increased but men much less than women: The population has grown by 18% since 1992. But while the number of economically active women has increased by 30.6%, the number of economically active men has increased by only 11.3%. Meanwhile the number of women working full-time has increased by 49.2%, the number of men working part-time is up by 130%.
• The gap between jobs and skills is growing: The UK population is expected to grow to 72m by 2040. Since 1992, jobs in manufacturing have declined by 37%, while jobs in service sectors are up by 74%. Previous ILC research estimates a shortfall of 2.6m workers by 2030 – yet economic activity rates among 18-24 years olds are almost 50% of the level in 1992 exacerbating labour shortages elsewhere in the economy.
Health inequalities are a major limiting factor in preventing people from working. In the unhealthiest local authorities, like Blackpool or Hull, health expectancy is less than 57 years compared with over 70 years in the healthiest such as Wokingham. If health expectancy increased by one year this would increase working lives by 3.4 months and significantly reduce the burden on the NHS and welfare costs.
Keeping people healthy is clearly beneficial to the economy given the inequalities highlighted above. But there is a double cost represented by a loss of income plus increases in the cost of health care and sickness and disability benefits.
For example, spending on working-age health and disability benefits is over £45bn a year and accounts for about 1.6% of GDP, higher than the previous peak in 1992 when it was 1.5%. Spending on healthcare is also far greater than it needs to be.
Maximising the economic opportunity of ageing - Future of Ageing 2019ILC- UK
In this introductory session at the ILC's fifth Future of Ageing Conference, ILC Director, David Sinclair, set the scene for the conference.
Delegates heard about the new ILC research on the longevity dividend, which sets out the huge economic contribution of older people today and projects potential future economic growth as a result of ageing.
David talked about ILC’s views on how we might realise an even greater longevity dividend for the UK economy, by unlocking the full potential of older adults as consumers and employees.
Download 'Maximising the longevity dividend' from the ILC website - https://ilcuk.org.uk/maximising-the-longevity-dividend/
Find our more about Future of Ageing 2019 - https://ilcuk.org.uk/event-the-future-of-ageing/
Ons rapport identificeert een vijfstappenplan om wereldwijde groei van vacatures te stimuleren.
http://haysoxfordeconomics.clikpages.co.uk/globalreport2011/
On Wednesday, 3 March 2021, ESRI researcher Adele Bergin presented the topic ‘Macroeconomic and demographic drivers of public hospital expenditure’ at the conference ‘Irish hospital expenditure beyond the era of COVID-19.’
The conference examined issues relating to expenditure on acute hospital care in Ireland. Findings from recent ESRI research, undertaken as part of the ESRI Research Programme in Healthcare Reform, which is funded by the Department of Health, were presented.
To view the presentation slides and other event details, click here: https://www.esri.ie/events/irish-hospital-expenditure-beyond-the-era-of-covid-19
To view a video of the presentation, click here: https://www.youtube.com/watch?v=rCeWYiEe_Sc
In this comprehensive chapter on unemployment, we embark on an explorative journey into the intricate dynamics of joblessness, aiming to dissect its multifaceted nature and illuminate pathways towards meaningful solutions.
We commence our inquiry by delineating the diverse manifestations of unemployment, discerning between frictional, structural, cyclical, and seasonal unemployment. Each form bears its distinct characteristics and implications, necessitating nuanced approaches for effective intervention.
Delving deeper, we unravel the underlying drivers of unemployment, which encompass a constellation of factors spanning technological innovation, globalization, mismatched skills, and economic fluctuations. Understanding these root causes is pivotal for devising targeted strategies that address the systemic barriers to employment.
Furthermore, we scrutinize the reverberating ripple effects of unemployment across individuals, families, and communities. From financial insecurity and diminished well-being to social disintegration and diminished human capital, the repercussions of joblessness permeate every facet of society, underscoring the urgency of concerted action.
Turning our gaze towards potential remedies, we embark on a quest to unearth pathways towards inclusive prosperity. We advocate for investments in education and skills development, fostering a dynamic workforce equipped to thrive in an ever-evolving labor market. Additionally, we champion the imperative of proactive labor market policies, including job creation initiatives, wage subsidies, and retraining programs tailored to the needs of vulnerable populations.
Moreover, we spotlight the catalytic role of entrepreneurship and innovation in engendering job growth and economic resilience. By cultivating an ecosystem conducive to enterprise, we nurture the seeds of innovation and empower individuals to chart their own pathways to prosperity.
Yet, our quest for solutions extends beyond policy prescriptions to encompass a broader ethos of social solidarity and collective responsibility. We underscore the imperative of forging partnerships across sectors, harnessing the collective ingenuity of government, business, civil society, and academia to forge a more equitable and inclusive future.
In sum, this chapter serves as a testament to the complexities of unemployment and the imperative of collective action. By embracing a holistic approach that addresses the structural roots of joblessness while fostering individual empowerment, we can aspire towards a future where every individual has the opportunity to realize their full potential and contribute meaningfully to society.
Policy Debate: Longevity, health and public policy. How should policy-makers ...ILC- UK
Launch of ILC-UK Factpack, Ageing, longevity and demographic change, Supported by Legal & General
his important briefing event, for journalists and senior policy-makers and opinion formers, set out the latest evidence on longevity and explore the extent to which government and business (financial services industry) is responding to the challenges. We will consider the extent to which longevity is influencing government and business decisions and how media and policy-makers can help to ensure that important longevity issues are taken into account.
For example, the Government has set out plans to increase the state pension age to 66 years from 2018, and 67 years from 2026. They have also announced plans to automatically link state pension age with increased longevity.
Whilst the driver of change has partly been the need for Government to cut spending and make fiscal savings, there is also a recognition that people will be spending an increasing proportion of their lives in retirement. Although we may be living longer on average, many are likely to be doing so in poor health. In parts of the country life expectancy is much lower than the UK average.
In addition, on 26th June the Government will announce its latest spending review. The impact of future spending demands of an ageing society will undoubtedly influence this review so the event will consider the extent to which Government’s current spending priorities have adequately taken into account long term demographic change and how the private sector can contribute.
The event took place just after the launch of the latest Office of Budget Responsibility fiscal sustainability report which set out the long term impact of ageing on fiscal sustainability. In its 2012 report, the OBR said; “The public finances are likely to come under pressure over the longer term, primarily as a result of an ageing population.”
ILC-UK launched a new factpack, Ageing, longevity and demographic change, which has been produced with the support of Legal & General. The factpack will help those with an interest in population ageing and longevity to quickly access key, relevant statistics.
Speakers: Baroness Sally Greengross, ILC-UK; Kerrigan Procter, Legal & General; Joseph Lu, Legal & General; Professor Les Mayhew, Cass Business School; Professor Michael Murphy, London School of Economics; Tim Gosden, Legal & General; David Sinclair, ILC-UK.
This presentation includes the ILC-UK's Ben Franklin and Cesira Urzì Brancati presenting a summary of the Moved to Care report; a response from Dr Shereen Hussein, Senior Research Fellow at King's College London; and a response from Madeleine Sumption, Director of the Migration Observatory.
This presentation includes the ILC-UK's Ben Franklin and Cesira Urzì Brancati presenting a summary of the Moved to Care report; a response from Dr Shereen Hussein, Senior Research Fellow at King's College London; and a response from Madeleine Sumption, Director of the Migration Observatory.
Social contract – is an implicit agreement between the government and main social groups, formulated around basic living needs of the society: sustainable livelihoods, guaranteed employment and income, as well as confidence in tomorrow. This implicit agreement determines the nature and model of the society and creates the background and the framework for human development as well as realization of social rights of individuals. Accordingly, it is social contract that defines the model of social policy at each stage of development in the country.
In future Uzbekista faces new challenges, which stipulate the need for transformation of the economy, society, and institutions. With acceleration of transformation processes, the search for new points of balance and appropriate review of the model of social contract may be required to reach the goals of structural reforms and retain social accord. The response to the question, what should be the model of social contract at the subsequent stages will be defined based on the mid-term and long-term development goals of the country.
Accelerated economic growth and the interlinked expanding processes of economic, social and institutional transformations require social protection policies in Uzbekistan being also transformed. The new system must not just protect, but also help people to get adapted to the rapidly changing socio-economic environment, bring marginal strata of the population into the mainstream and economic activity, thereby changing the portrait of society and shaping new values and behavioral stereotypes.
The Future of Jobs report maps the jobs and skills of the future, tracking the pace of change. It aims to shed light on the pandemic-related disruptions in 2020, contextualized within a longer history of economic cycles and the expected outlook for technology adoption, jobs and skills in the next five years.
Older workers bring a lot of skills and experience and can be great mentors or collaborators. Older people already contribute a lot to economy, society and family so why not employ them and have a mutually rewarding workplace relationship. Employers just need to think outside the box and be a bit flexible.
Challenges for the UK Pension System - the case for a Pensions ReviewHenry Tapper
Carl Emmerson presented these slides at a Pension PlayPen coffee morning on 23/05/23 - a youtube of the presentation is on this link
https://youtu.be/r302pxmHVvw
Global launch of the Healthy Ageing and Prevention Index 2nd wave – alongside...ILC- UK
The Healthy Ageing and Prevention Index is an online tool created by ILC that ranks countries on six metrics including, life span, health span, work span, income, environmental performance, and happiness. The Index helps us understand how well countries have adapted to longevity and inform decision makers on what must be done to maximise the economic benefits that comes with living well for longer.
Alongside the 77th World Health Assembly in Geneva on 28 May 2024, we launched the second version of our Index, allowing us to track progress and give new insights into what needs to be done to keep populations healthier for longer.
The speakers included:
Professor Orazio Schillaci, Minister of Health, Italy
Dr Hans Groth, Chairman of the Board, World Demographic & Ageing Forum
Professor Ilona Kickbusch, Founder and Chair, Global Health Centre, Geneva Graduate Institute and co-chair, World Health Summit Council
Dr Natasha Azzopardi Muscat, Director, Country Health Policies and Systems Division, World Health Organisation EURO
Dr Marta Lomazzi, Executive Manager, World Federation of Public Health Associations
Dr Shyam Bishen, Head, Centre for Health and Healthcare and Member of the Executive Committee, World Economic Forum
Dr Karin Tegmark Wisell, Director General, Public Health Agency of Sweden
Policy Debate: Longevity, health and public policy. How should policy-makers ...ILC- UK
Launch of ILC-UK Factpack, Ageing, longevity and demographic change, Supported by Legal & General
his important briefing event, for journalists and senior policy-makers and opinion formers, set out the latest evidence on longevity and explore the extent to which government and business (financial services industry) is responding to the challenges. We will consider the extent to which longevity is influencing government and business decisions and how media and policy-makers can help to ensure that important longevity issues are taken into account.
For example, the Government has set out plans to increase the state pension age to 66 years from 2018, and 67 years from 2026. They have also announced plans to automatically link state pension age with increased longevity.
Whilst the driver of change has partly been the need for Government to cut spending and make fiscal savings, there is also a recognition that people will be spending an increasing proportion of their lives in retirement. Although we may be living longer on average, many are likely to be doing so in poor health. In parts of the country life expectancy is much lower than the UK average.
In addition, on 26th June the Government will announce its latest spending review. The impact of future spending demands of an ageing society will undoubtedly influence this review so the event will consider the extent to which Government’s current spending priorities have adequately taken into account long term demographic change and how the private sector can contribute.
The event took place just after the launch of the latest Office of Budget Responsibility fiscal sustainability report which set out the long term impact of ageing on fiscal sustainability. In its 2012 report, the OBR said; “The public finances are likely to come under pressure over the longer term, primarily as a result of an ageing population.”
ILC-UK launched a new factpack, Ageing, longevity and demographic change, which has been produced with the support of Legal & General. The factpack will help those with an interest in population ageing and longevity to quickly access key, relevant statistics.
Speakers: Baroness Sally Greengross, ILC-UK; Kerrigan Procter, Legal & General; Joseph Lu, Legal & General; Professor Les Mayhew, Cass Business School; Professor Michael Murphy, London School of Economics; Tim Gosden, Legal & General; David Sinclair, ILC-UK.
This presentation includes the ILC-UK's Ben Franklin and Cesira Urzì Brancati presenting a summary of the Moved to Care report; a response from Dr Shereen Hussein, Senior Research Fellow at King's College London; and a response from Madeleine Sumption, Director of the Migration Observatory.
This presentation includes the ILC-UK's Ben Franklin and Cesira Urzì Brancati presenting a summary of the Moved to Care report; a response from Dr Shereen Hussein, Senior Research Fellow at King's College London; and a response from Madeleine Sumption, Director of the Migration Observatory.
Social contract – is an implicit agreement between the government and main social groups, formulated around basic living needs of the society: sustainable livelihoods, guaranteed employment and income, as well as confidence in tomorrow. This implicit agreement determines the nature and model of the society and creates the background and the framework for human development as well as realization of social rights of individuals. Accordingly, it is social contract that defines the model of social policy at each stage of development in the country.
In future Uzbekista faces new challenges, which stipulate the need for transformation of the economy, society, and institutions. With acceleration of transformation processes, the search for new points of balance and appropriate review of the model of social contract may be required to reach the goals of structural reforms and retain social accord. The response to the question, what should be the model of social contract at the subsequent stages will be defined based on the mid-term and long-term development goals of the country.
Accelerated economic growth and the interlinked expanding processes of economic, social and institutional transformations require social protection policies in Uzbekistan being also transformed. The new system must not just protect, but also help people to get adapted to the rapidly changing socio-economic environment, bring marginal strata of the population into the mainstream and economic activity, thereby changing the portrait of society and shaping new values and behavioral stereotypes.
The Future of Jobs report maps the jobs and skills of the future, tracking the pace of change. It aims to shed light on the pandemic-related disruptions in 2020, contextualized within a longer history of economic cycles and the expected outlook for technology adoption, jobs and skills in the next five years.
Older workers bring a lot of skills and experience and can be great mentors or collaborators. Older people already contribute a lot to economy, society and family so why not employ them and have a mutually rewarding workplace relationship. Employers just need to think outside the box and be a bit flexible.
Challenges for the UK Pension System - the case for a Pensions ReviewHenry Tapper
Carl Emmerson presented these slides at a Pension PlayPen coffee morning on 23/05/23 - a youtube of the presentation is on this link
https://youtu.be/r302pxmHVvw
Global launch of the Healthy Ageing and Prevention Index 2nd wave – alongside...ILC- UK
The Healthy Ageing and Prevention Index is an online tool created by ILC that ranks countries on six metrics including, life span, health span, work span, income, environmental performance, and happiness. The Index helps us understand how well countries have adapted to longevity and inform decision makers on what must be done to maximise the economic benefits that comes with living well for longer.
Alongside the 77th World Health Assembly in Geneva on 28 May 2024, we launched the second version of our Index, allowing us to track progress and give new insights into what needs to be done to keep populations healthier for longer.
The speakers included:
Professor Orazio Schillaci, Minister of Health, Italy
Dr Hans Groth, Chairman of the Board, World Demographic & Ageing Forum
Professor Ilona Kickbusch, Founder and Chair, Global Health Centre, Geneva Graduate Institute and co-chair, World Health Summit Council
Dr Natasha Azzopardi Muscat, Director, Country Health Policies and Systems Division, World Health Organisation EURO
Dr Marta Lomazzi, Executive Manager, World Federation of Public Health Associations
Dr Shyam Bishen, Head, Centre for Health and Healthcare and Member of the Executive Committee, World Economic Forum
Dr Karin Tegmark Wisell, Director General, Public Health Agency of Sweden
Redefining lifelong learning webinar presentation slides.pptxILC- UK
We know that we’re living longer, which means many people will also be working for longer. One in seven people over 65 are still employed in the UK, but we’re still seeing challenges in our labour markets.
According to the ILC’s Healthy Ageing and Prevention Index, the UK’s work span is only 31.5 years, ranking the UK 47th out of 121 countries. Skills shortages driven by demographic change are hitting all sectors of the UK’s economy: by 2030, we could see a shortage of 2.6 million workers. On the other hand, if UK employment rates for those aged 50 to 64 matched the rates of those aged 35 to 49, the country’s GDP would increase by more than 5%.
One way to improve work span and employment is through lifelong learning. However, in the UK, as the Learning and Work Institute’s Adult Participation in Learning survey showed, rates of learning continue to fall with age. In 2023, only 36% of people aged 55 to 64, 24% of those aged 65 to 74, and 17% of those aged 75 and over said that they’d taken part in any kind of learning in the past three years.
To better understand the approaches in other countries, we consulted with experts in lifelong learning, both from the UK and globally. ILC's report, in collaboration with Phoenix Insights, Redefining lifelong learning: lessons from across the globe considers the approaches taken in Singapore, Japan, South Korea, Canada, Germany, the Netherlands and Sweden. While each country’s approach is different, and shaped by its wider cultural, political and economic context, there are some common threads including: learning culture; the range of learning opportunities on offer; levels of support and investment; and accessibility
"If only I had"... LV= insights into retirement planning webinarILC- UK
As part of this debate LV= shares the findings from their quarterly Wealth and Wellbeing research programme, which surveys a nationally representative sample of 4,000 adults across the UK on a variety of topics, including their changing attitude to their finances and their wider wellbeing.
Healthy Ageing and Prevention Index - Our impactILC- UK
This year, ILC-UK launched the Healthy Ageing and Prevention Index. This slide deck summarizes what we’ve achieved so far and sets out our plans for 2024 to continue to shape the agenda on global health.
Alongside the G20 Health Ministers’ meeting in Gandhinagar, India, in August, ILC-India and ILC-UK held a joint high-level side event to amplify the importance of healthy ageing and prevention among the G20.
Leaving no one behind: Progress on Life Course Immunisation Roundtable – alon...ILC- UK
Leaving no one behind: Progress on Life Course Immunisation Roundtable – alongside the World Health Assembly
Date: Tuesday 23 May 2023
Time: 13.00 – 14.30 (CET), followed by refreshments
Location: Geneva Press Club, Geneva, Switzerland
Global launch of the Healthy Ageing and Prevention Index alongside the 76th World Health Assembly
Date: Tuesday 23 May 2023
Time: 3.30pm – 4.30pm (CET) launch, followed by networking with refreshments
Location: Geneva Press Club, Geneva, Switzerland
G7 high-level side event in Niigata: Healthy ageing and prevention
Date: Wednesday 10 May 2023
Time: 2.00pm – 3.30pm (JST), followed by networking with refreshments
Location: Niigata, Japan
Vaccine confidence in Central and Eastern Europe working lunchILC- UK
At this exclusive working lunch, we discussed the International Longevity Centre UK’s (ILC-UK) forthcoming report on vaccine confidence in Central & Eastern Europe (CEE).
During this event, we shared the findings from our policy publication on what we think should be the priorities for the G20 in India and the key messages we want to disseminate to ministers and world leaders. We heard from experts on the opportunities and challenges to engage India and the G20 with prevention and healthy ageing and identify further opportunities to maximise our engagement while at the G20 in September.
Final Marathon or sprint launch Les Mayhew slides 19 April.pptxILC- UK
Research by the International Longevity Centre UK (ILC) funded by Bayes Business School — based on Commonwealth Games competitor records since the inaugural event in 1930 — shows large differences in the longevity of medal winners compared to people in the general population that were born in the same year. A report finds that top-level sports people can live over 5 years longer than the rest of the population.
Launching Trial and error: Supporting age diversity in clinical trialsILC- UK
During this virtual event, Esther McNamara, ILC's Senior Health Policy Lead, presents the Trial and error report’s findings and recommendations. A panel of five experts respond to the report and discuss how improved age diversity will benefit patients of all ages.
Report launch - Moving the needle: Improving uptake of adult vaccination in J...ILC- UK
Launch of the Moving the needle report, produced by ILC-UK in partnership with Stripe Partners.
This event was chaired by Dr Noriko Cable, Honorary Senior Research Fellow, Institute of Epidemiology & Health, UCL. Speakers include:
Arabella Trower, Senior Consultant, Stripe Partners
David Sinclair, Chief Executive, ILC-UK
Dr Charles Alessi, Chief Clinical Officer, éditohealth
Jason James, Director General, Daiwa Anglo-Japanese Foundation
Dr Michael Hodin, CEO, Global Coalition on Aging
Prof Itamar Grotto - Better preparedness, better resultsILC- UK
Presented at the "Pandemics and longevity: Will we die, survive, or thrive next time?" webinar, by ILC-UK
Date: Thursday 16 March 2023
Time: 1.30pm – 3.00pm (GMT)
how to swap pi coins to foreign currency withdrawable.DOT TECH
As of my last update, Pi is still in the testing phase and is not tradable on any exchanges.
However, Pi Network has announced plans to launch its Testnet and Mainnet in the future, which may include listing Pi on exchanges.
The current method for selling pi coins involves exchanging them with a pi vendor who purchases pi coins for investment reasons.
If you want to sell your pi coins, reach out to a pi vendor and sell them to anyone looking to sell pi coins from any country around the globe.
Below is the contact information for my personal pi vendor.
Telegram: @Pi_vendor_247
when will pi network coin be available on crypto exchange.DOT TECH
There is no set date for when Pi coins will enter the market.
However, the developers are working hard to get them released as soon as possible.
Once they are available, users will be able to exchange other cryptocurrencies for Pi coins on designated exchanges.
But for now the only way to sell your pi coins is through verified pi vendor.
Here is the telegram contact of my personal pi vendor
@Pi_vendor_247
The secret way to sell pi coins effortlessly.DOT TECH
Well as we all know pi isn't launched yet. But you can still sell your pi coins effortlessly because some whales in China are interested in holding massive pi coins. And they are willing to pay good money for it. If you are interested in selling I will leave a contact for you. Just telegram this number below. I sold about 3000 pi coins to him and he paid me immediately.
Telegram: @Pi_vendor_247
how to sell pi coins in all Africa Countries.DOT TECH
Yes. You can sell your pi network for other cryptocurrencies like Bitcoin, usdt , Ethereum and other currencies And this is done easily with the help from a pi merchant.
What is a pi merchant ?
Since pi is not launched yet in any exchange. The only way you can sell right now is through merchants.
A verified Pi merchant is someone who buys pi network coins from miners and resell them to investors looking forward to hold massive quantities of pi coins before mainnet launch in 2026.
I will leave the telegram contact of my personal pi merchant to trade with.
@Pi_vendor_247
Poonawalla Fincorp and IndusInd Bank Introduce New Co-Branded Credit Cardnickysharmasucks
The unveiling of the IndusInd Bank Poonawalla Fincorp eLITE RuPay Platinum Credit Card marks a notable milestone in the Indian financial landscape, showcasing a successful partnership between two leading institutions, Poonawalla Fincorp and IndusInd Bank. This co-branded credit card not only offers users a plethora of benefits but also reflects a commitment to innovation and adaptation. With a focus on providing value-driven and customer-centric solutions, this launch represents more than just a new product—it signifies a step towards redefining the banking experience for millions. Promising convenience, rewards, and a touch of luxury in everyday financial transactions, this collaboration aims to cater to the evolving needs of customers and set new standards in the industry.
What website can I sell pi coins securely.DOT TECH
Currently there are no website or exchange that allow buying or selling of pi coins..
But you can still easily sell pi coins, by reselling it to exchanges/crypto whales interested in holding thousands of pi coins before the mainnet launch.
Who is a pi merchant?
A pi merchant is someone who buys pi coins from miners and resell to these crypto whales and holders of pi..
This is because pi network is not doing any pre-sale. The only way exchanges can get pi is by buying from miners and pi merchants stands in between the miners and the exchanges.
How can I sell my pi coins?
Selling pi coins is really easy, but first you need to migrate to mainnet wallet before you can do that. I will leave the telegram contact of my personal pi merchant to trade with.
Tele-gram.
@Pi_vendor_247
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large new Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economy, we quantify the extent to which demographic changes over the last three decades have contributed to the decline of the unemployment rate. Our findings yield important implications for the future evolution of unemployment given the anticipated further aging of the working population in Europe. We also quantify the implications for optimal monetary policy: lowering inflation volatility becomes less costly in terms of GDP and unemployment volatility, which hints that optimal monetary policy may be more hawkish in an aging society. Finally, our results also propose a partial reversal of the European-US unemployment puzzle due to the fact that the share of young workers is expected to remain robust in the US.
What price will pi network be listed on exchangesDOT TECH
The rate at which pi will be listed is practically unknown. But due to speculations surrounding it the predicted rate is tends to be from 30$ — 50$.
So if you are interested in selling your pi network coins at a high rate tho. Or you can't wait till the mainnet launch in 2026. You can easily trade your pi coins with a merchant.
A merchant is someone who buys pi coins from miners and resell them to Investors looking forward to hold massive quantities till mainnet launch.
I will leave the telegram contact of my personal pi vendor to trade with.
@Pi_vendor_247
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
what is the best method to sell pi coins in 2024DOT TECH
The best way to sell your pi coins safely is trading with an exchange..but since pi is not launched in any exchange, and second option is through a VERIFIED pi merchant.
Who is a pi merchant?
A pi merchant is someone who buys pi coins from miners and pioneers and resell them to Investors looking forward to hold massive amounts before mainnet launch in 2026.
I will leave the telegram contact of my personal pi merchant to trade pi coins with.
@Pi_vendor_247
how can i use my minded pi coins I need some funds.DOT TECH
If you are interested in selling your pi coins, i have a verified pi merchant, who buys pi coins and resell them to exchanges looking forward to hold till mainnet launch.
Because the core team has announced that pi network will not be doing any pre-sale. The only way exchanges like huobi, bitmart and hotbit can get pi is by buying from miners.
Now a merchant stands in between these exchanges and the miners. As a link to make transactions smooth. Because right now in the enclosed mainnet you can't sell pi coins your self. You need the help of a merchant,
i will leave the telegram contact of my personal pi merchant below. 👇 I and my friends has traded more than 3000pi coins with him successfully.
@Pi_vendor_247
Plugging the gap: Estimating the demand and supply of jobs by sector in 2030
1. Plugging the gap: Estimating
the demand and supply of jobs
by sector in 2030
2. Summary
• The UK economy could see a shortfall of 2.6 million workers by 2030 – almost twice
the workforce of the NHS – as a result of population ageing, the COVID pandemic
and Brexit.
• These shortfalls will affect the whole economy, with manufacturing, retail,
construction, transport, health and social care among the sectors projected to be
hardest hit.
• To plug these gaps, Government must introduce a comprehensive Workforce
Strategy looking at:
1. How to support people to stay in the workforce for longer, e.g. by supporting healthy workplaces,
supporting carers and creating flexible conditions that suit people’s needs.
2. How to ameliorate childcare costs and reintegrate people into the workforce following timeout for
caring or a health need
3. The role of migration and automation in addressing major workforce gaps
3. Context
• Rough estimates suggest a further 2.7m jobs will be created in the UK by 2030.
• However, at the same time, the UK workforce is ageing rapidly, resulting in fewer people of
working age to support the economy.
• This is compounded by the short-term effects of the pandemic, leading many into early
retirement, and by decreased immigration, which before Brexit had been a mainstay.
• Although employment rates at older ages are on the rise thanks to government policies such
as the scrapping of the default retirement age, this growth is insufficient to prevent a
growing labour shortage.
• Moreover, there is a risk that the availability of older workers could be greatly diminished by
poor health, part-time working and skill shortages.
4. Projected demand and supply of jobs
• The UK population is set to increase from 66.8m in 2019 to 69.8m in 2030 – an increase of
4.5%.
• Among adults, the highest increases will be in the age groups 65-74 and 16-25, with other
groups falling in size.
• Assuming employment rates remain the same, there would be a small increase in the total
workforce; however, this ignores the increased demand for workers.
• When demand is factored in, we’re looking at shortfalls of 2.6m workers (+/- 0.6m) by 2030 –
almost twice the workforce of the NHS.
• This is likely to be an underestimate as not all the forecasted increased supply will be
available for work, due to:
• Health or care needs and caring responsibilities that increase with age.
• People choosing to work part-time rather than full time as they approach retirement.
5. Which sectors will be hardest hit?
• Shortages will appear in all sectors, but the sectors where they will bite hardest
are:
• Manufacturing
• Wholesale, retail, vehicle repair
• Construction
• Hospitality
• Transport and storage
• Professional and scientific
• Education
• Health and social care
6. Recommendations
The Government must introduce a comprehensive Workforce Strategy across
the whole economy, aimed at:
• Supporting longer and more productive working lives by:
• Supporting physical and mental health at work
• Promoting skills and life-long learning
• Addressing age discrimination at work
• Ensuring greater flexibility, including for carers and those re-entering the labour market
• Considering the role of migration in addressing vacancies and skill shortages, especially
in sectors like health and social care, and professional and scientific jobs
• Utilising technology, innovation and automation to enhance productivity, support existing
jobs and create new ones.
8. Demographic drivers impacting on jobs
between now and 2030
52.1m
Population aged 16+ in base year
32.4m
Breakdown of jobs by age and sector
in base year
Rates of employment by age and
sector carried forward
53.7m
Population age 16+ in 2030
32.7m
Expected breakdown of jobs by age
and sector in 2030 based on
business as usual (B)
+0.3m
Change in employment over baseline
by age and sector
2.6m (+/- 0.6m)
Demand shortfall (-ve)/surplus(+ve):
(B)-(A)
32.4m
UK jobs in 2019 (baseline)
35.1m (+/- 0.6m)
Predicted jobs in 2030 based on
future population and historical
employment patterns (A)
Long term statistical relationship
between population and jobs
Supply side
Demand side
9. Changes in population by age group
(millions)
• The UK population will grow
from 66.8m in 2019 to
69.8m in 2030 – an increase
of 4.5% or 3m.
• The number of adults aged 16
to 74 will grow by 3.2%.
• Most of the difference in the
increase is accounted for by a
rising number of people aged
75+.
Population group 2019 2030 Difference % change
16-20 3.7 4.4 0.66 17.7
21-24 3.4 3.5 0.13 3.9
25-29 4.5 4.0 -0.49 -10.7
30-33 3.6 3.4 -0.17 -4.8
34-39 8.9 8.9 -0.03 -0.3
40-54 13.1 13.0 -0.05 -0.4
55-64 8.2 8.7 0.55 6.7
65-74 6.7 7.7 1.04 15.6
Total 52.1 53.7 1.64 3.2
Whole population 66.8 69.8 3.0 4.5
o/w <16 12.7 12.2 -0.5 -4.1
o/w 75+ 5.7 7.4 1.7 30.3
10. Jobs by age 2019 and 2030 based on
business as usual (millions)
• Based on ‘business as usual’, the
number employed will increase by
300k between 2019 and 2030 to
32.7m.
• There will be a re-shuffling of the
number of workers in each age group,
with jobs in age groups 25-29, 30-33,
34-39 and 40-54 declining and those
in 16-20, 21-24 and 55+ groups
increasing.
• Assuming no change in productivity,
the number of jobs demanded will
increase in proportion to population
increase by 2.7m (+/- 0.6m) or 8.2%,
i.e. ~3% higher than the expected
population increase.
Population group 2019 2030 Difference % change
16-20 1.4 1.7 0.25 17.7
21-24 2.3 2.4 0.09 3.9
25-29 3.7 3.3 -0.40 -10.7
30-33 3.0 2.9 -0.14 -4.8
34-39 4.5 4.4 -0.01 -0.3
40-54 10.9 10.9 -0.04 -0.4
55-64 5.3 5.7 0.36 6.7
65-74 1.3 1.5 0.20 15.6
Total 32.4 32.7 0.30 0.9
Jobs required 32.40 35.05 2.7 8.2
11. Jobs by sector 2019 and 2030 based on
business as usual (millions)
• This table breaks down jobs in
each sector in 2019 with
rates applied to the forecast
population by age group in
2030 (i.e. business as usual).
• The largest employing sectors
are health and social care
(13.4% of the total
workforce); wholesale and
retail (12.6%); education
(10.5%) and manufacturing
(9%).
• Overall employment increases
from 32.4m to 32.7m based
on this assumption.
Sector 2019 2030 diff % change
Agriculture, forestry and fishing 0.34 0.35 0.01 3.9
Mining and quarrying 0.14 0.14 0.00 0.2
Manufacturing 2.91 2.93 0.02 0.6
Electricity, gas, air cond supply 0.18 0.18 0.00 -0.3
Water supply, sewerage, waste 0.23 0.23 0.00 0.4
Construction 2.34 2.36 0.02 0.9
Wholesale, retail, repair of vehicles 4.07 4.14 0.07 1.8
Transport and storage 1.61 1.62 0.01 0.9
Accommodation and food services 1.78 1.84 0.06 3.3
Information and communication 1.36 1.35 -0.01 -0.6
Financial and insurance activities 1.28 1.27 -0.01 -0.7
Real estate activities 0.38 0.39 0.01 1.6
Prof, scientific, technical activities 2.52 2.53 0.01 0.3
Admin and support services 1.52 1.53 0.01 0.9
Public admin and defence 2.11 2.12 0.01 0.4
Education 3.39 3.41 0.03 0.7
Health and social work 4.33 4.36 0.03 0.7
Arts, entertainment and recreation 0.87 0.89 0.02 2.2
Other service activities 0.93 0.94 0.01 1.2
Households as employers 0.05 0.05 0.00 3.3
Extraterritorial organisations 0.06 0.06 0.00 -1.2
All 32.40 32.70 0.30 0.9
12. Jobs by sector after adjusting labour
demand for population growth
• With the UK population due to
increase by 3m by 2030, the
demand for jobs will increase
over and above business as
usual.
• This table adjusts for this
population increase using the
historical relationship
between people and jobs in
the economy.
• It identifies a total shortfall of
2.7m workers.
• Since older workers work
fewer hours than younger
adults this is likely to be an
underestimate.
Sector 2019 (actual) (mns)
2030 (demographically
adjusted demand) (mns)
Shortfall (-ve)/surplus (+ve)
(thousands)
Agriculture, forestry and fishing 0.34 0.38 -38.7
Mining and quarrying 0.14 0.15 -10.0
Manufacturing 2.91 3.14 -228.0
Electricity, gas, air conditioning supply 0.18 0.20 -12.7
Water supply, sewerage, waste 0.23 0.25 -17.5
Construction 2.34 2.53 -190.0
Wholesale, retail, repair of vehicles 4.07 4.44 -369.2
Transport and storage 1.61 1.74 -131.2
Accommodation and food services 1.78 1.97 -190.6
Information and communication 1.36 1.45 -88.2
Financial and insurance activities 1.28 1.36 -83.1
Real estate activities 0.38 0.41 -33.9
Prof, scientific, technical activities 2.52 2.71 -190.0
Admin and support services 1.52 1.64 -123.4
Public admin and defence 2.11 2.27 -160.8
Education 3.39 3.66 -270.8
Health and social work 4.33 4.68 -343.5
Arts, entertainment and recreation 0.87 0.95 -83.3
Other service activities 0.93 1.01 -79.0
Households as employers 0.05 0.06 -5.5
Extraterritorial organisations 0.06 0.06 -3.5
All 32.40 35.05 -2,652.7
