Embed Size (px)
Citation preview
Factors Affecting the Access Retention and Progression of ‘Older Workers’.
Dr Tony Maltby
IASS, University of Birmingham.
Project Aims
Participative design
Focus on Birmingham and Solihull
Positive impact upon local policy development
Positive impact upon the lives of those involved in the research (empowerment)
Project Outline
Phase I
1. Recruitment of Development and Research
Coordinator and Research Team
2. Recruitment of ‘sample’ (beneficiaries).
3. Establishment of a ’50+ team’ of volunteers
Project Outline
Phase II
1. Outreach work involving contacts with local
employers including SME’s
2. Carrying out discussion groups in various parts of
Birmingham and Solihull.
Project Outline
Phase III1. Training of 50+ team in research and interviewing skills
with accreditation by OCN .
2. Interviews by 50+ team with peers from discussion groups, New Deal 50+, ‘Skills for Change’ trainees, ‘information brokers’.
Project Outline
Phase IV (Mainstreaming)1. Drawing up a ‘What Works’ list for future policy
development.
2. ‘Evaluative’ discussion groups with older workers
3. A targeted approach. To Further Education
providers, local business community and policy makers
and politicians etc.
Preliminary Findings
Four areas:
Training and Qualifications
Health & Working environment
Government and other agencies
Other extraneous factors
Findings: Training and Qualifications
Specific, not generic training with better ‘follow up’ More personal development courses Training that leads to paid work (training on the job) Need for ‘Mature apprenticeships’ Qualifications obtained regarded as ‘outdated’ by some
employers (e.g. GCE ‘O’ Levels, City and Guilds etc.) Main barrier to accessing relevant training is the cost of
that training.
Findings: Health & Working Environment
Decline in Manufacturing industries Alienating cultural differences of modern workplace
(long hours culture, pace of work) Lack of flexibility in working hours (better WLB) Health challenges: those with long term illness (e.g.
Diabetes) and a variety of mental illness found difficult to access work
Working environment ‘hostile’
Findings: Government and other agencies
Implementation and effectiveness of ND50+ dependent upon the adviser concerned.
A perception that ‘older workers’ not being considered in development of employment policy.
A call for this age cohort to be involved and listened to.
Findings: Other Factors
Undercurrent of ageism on part of employers. A preference for younger workers
IT training provided ‘too generic, too patronising’ and at times, not relevant to those aged 50 +.
Racism: asylum seekers receiving preferential treatment Some areas of service sector deemed youth orientated
(e.g. call centres)
Summary
Focus on Access, Retention and Progression
Empowerment of older people
Representative of local ethnic diversity
‘Employability’ and skills led but…….
Inform policy debate to promote change
Better ‘Workability’ (after Ilmarinen et al )
