Slide 2 Journal of Vocational Education and Training 10th
International Conference 5 th to 7 th July 2013 Worcester College,
Oxford Age Management in Practice (AMaP): Improving access to
VET/CVET for older workers across Europe Graham Smith, Project
Manager University of Strathclyde Slide 3 University of Strathclyde
Centre for Lifelong Learning The Centre for Lifelong Learning
exists to make University study accessible to adults locally,
regionally and nationally. The Centre has long experience of
providing courses designed especially for adults. It provides
lifelong Learning opportunities by making University education and
training available to people at all levels of achievement before,
during and after their working life. Community Engagement: daytime
and evening classes for all ages and interests. Knowledge Exchange:
Continuing Professional Development, Post Graduate study,
specialist courses and international programmes. Slide 4 Slide 5
Unknown variables, uncertain future The typical human response
often observed when individuals face an unknown or changing
situation Dot on the horizon is an unknown phenomenon growing
larger as it approaches The two men stand fixed, not knowing who it
is or what they should do Finally, suspecting it may be a threat,
they attempt to do something about it Slide 6 Human response to
uncertainty Having identified the dot the two men try to relate it
to their known world Thought process is varied, but not clear which
response is appropriate and resources for gathering data are
limited As the dot gets closer new theories emerge, but the
overwhelming sense of uncertainty increases As the situation
evolves, little time is left to develop or implement an effective
solution Panic sets in van der Heijden et al, 2002 Slide 7 Todays
population is living longer and healthier than previous generations
and will continue to do so in the future However, Ageing is often
portrayed negatively: time bomb rapidly ageing burden on society Is
it not good news?? Slide 8 Drivers of demographic change 1. Below
replacement level fertility rates + 2. Increasing life expectancy /
declining mortality rates + 3. Migration = Changing population
structure and ageing population (Median age of individuals living
and working in Europe is 40) Source: Joseph Rowntree Foundation,
2013 Slide 9 1.They are part of a reducing number of young people
2.His mum was almost 32 when he was born 3.She has a 50% chance of
living to 100 4.A strong possibility of moving away to study or
work Slide 10 1. Low fertility rate Total fertility rate and
replacement rate, Europe, 1960-2059 Source: European Commission,
2012 Ageing Report Slide 11 1. Low fertility rate Total fertility
rate and replacement rate, EU27, 2010 - 2060 Source: European
Commission, 2012 Ageing Report Slide 12 2. Increasing life
expectancy Projection of Life Expectancy at Birth, Men in
EUROPOP2010, years Source: European Commission, 2012 Ageing Report
Slide 13 2. Increasing life expectancy Projection of Life
Expectancy at Birth, Women in EUROPOP2010, years Source: European
Commission, 2012 Ageing Report Slide 14 3. Migration Net Migration
Flows in EU Countries, 2005 to 2009 EUROPOP2010 Source: European
Commission, 2012 Ageing Report Slide 15 And an ageing population
Source: European Commission, 2012 Ageing Report Slide 16 ? Slide 17
Individual impact Policy changes will dictate older adults work
longer and later in life Need to rethink retirement:widespread
confusion among employees (Vickerstaff et al, 2004: 36) Learning
and skills development important for continual workforce
participation However, the importance of class and amount of
initial education cannot be underestimated (McNair, 2012a) Life
transitions impact significantly on the ability and capacity for
working in later life (Phillipson, 2002) Slide 18 Impact on
employers An acknowledgement by employers that redundancy
programmes almost wholly targeted older workers (Loretto and White,
2006) TAEN/EFA survey (2009) of 198 HR professionals - 85% still
had a Mandatory Retirement Age (MRA) - While many recognised
disadvantages, there were also key benefits perceived: 80% felt MRA
created space for young people in the business Workforce ageing:
33.6% of public sector workers are aged 50+ (Loretto, 2011)
Perceptions mixed (Holywood et al, 2003) however anecdotal evidence
that this is changing and related to industry sector more research
in this area required Slide 19 Project background Source,
Eurofound/Eurostat Labour Force Survey Slide 20 Context Figure 3:
(Generally) rising employment rates of older workers (55-59 and
60-64), 2000 2010 Source, Eurofound/Eurostat Labour Force Survey
Slide 21 Overall 1.Older adults are living and working longer than
ever before 2.Older workers are fitter and healthier than ever
before 3.Policy in all EU countries is focussed on increasing
Statutory Pension Age 4.Participation in learning and development
declines with age (Cedefop, 2013) Slide 22 Key Deliverables
Products 1.Learning Model for older workers 2.Mapping System to
help facilitate skill mapping against EQF 3.Evaluation report of
questionnaire to employers 4.Development of an Age Management
seminar for employers to share results of research and encourage
better age management practices 5.Development of a Talking Heads
DVD with the views of key stakeholders on an ageing workforce and
VET for older workers 6.Bi-annual Newsletter 7.Project website
8.Final Conference 9.Journal submission to Journal of Vocational
Education & Training Slide 23 Project overview Improving access
to, and participation in, CVET for older workers 1. Learning Model
2. EQF Mapping 3. Employer Attitudes 4. Research 5. Stakeholder
Engagement Slide 24 1. Learning Model Issues Participation in
learning declines with age confidence and motivation, among others,
are key factors Lack of self-awareness of skills and
skill-transferability often exists Solution 18-hour learning
programme aimed at improving confidence and motivation for learning
Encourage reflective learning to form a foundation from which to
build on Introduction to VET and how it can be of value to older
workers Slide 25 2. EQF Mapping Issues Many older adults are
unaware of European Qualifications Framework (EQF) or National
Qualification Frameworks (NQFs) Policy development in most
countries on NQFs/EQF is framed around younger people Solutions To
help older adults understand where their skills sit on the EQF
framework In partnership with NQFs, influence policy development to
ensure a more inclusive approach Slide 26 AMaP Mapping System Slide
27 3. Employer Attitudes Issues Attitudes towards older workers are
mixed, depend on industry sector and are often inaccurate Myths
around older workers willingness to learn and develop in later life
exist Solutions Establish current attitudes toward older workers,
in particular practice around personal development Work with
employers on developing age management practices and policies Slide
28 4. Research Issues Ageing research has only recently started to
become the focus of attention for academics, policy analysts and
social commentators. (Hirsch, 2000: p2) The body of knowledge which
exists is comparatively small when considering other research areas
The profile of the older worker is changing compared with previous
generations e.g. greater likelihood of formal education, healthier,
living longer etc. Solutions Add to a growing body of knowledge in
an area identified by the European Commission as being critical to
the success of the EU (2020 Strategy) Build on project results and
develop further areas for future project activity Slide 29 5.
Stakeholder Engagement Issues National: Wide variation in attitude
to policy development across European regions with regards to
demographic change and ageing workforce European: While becoming
more prominent in policy, work still required to keep the age
agenda high profile with key bodies e.g. Cedefop Solutions
Integrate organisations such as Chambers of Commerce and NQFs into
project Influence Commission bodies such as Cedefop to continue
examining the challenges of an ageing workforce Slide 30
https://vimeo.com/69158420 Slide 31
