Transcript Title date

Health, Wellbeing and the Societal
Impact of an Ageing Workforce
Michelle Smart
HR and Safety Assurance Director
NedRailways
How old is old?
• Book keeper
• Age 80
An Ageing Population
 Most people aged 65 today will
live beyond the age of 80 – some
are now expected to live beyond 110
 By 2050 the population will contain over
19 million over-65s
 The State Pension Age is set to increase
for both women and men from 65 to 68
by 2046
 Currently over 50s constitute 27% of the current workforce
– By 2020 this will be over a third
 Older workers are increasingly looking to extend their working lives
– Over 50% of workers aged 55 plus are planning to work beyond the state
pension age
Age within Abellio Greater Anglia
 Train Operating Company with over 3,000 employees
 Average Age – 44
 Two-thirds are aged over 40
 47 employees aged over 65
 Eldest employee aged 73
– working in a Station
Ticket Office
 MAA Labour Turnover
over the past 12 months
stands at 4.9%
Impacts of an Ageing Workforce
MAA Sickness by Age Profile
Age 16-20, 2.76 Age 21-25, 6.59
Age 65+, 19.17
Age 26-30, 8.93
Age 31-35, 5.95
Age 36-40, 6.21
Age 61-65, 18.80
Age 41-45, 10.25
Age 56-60, 14.59
Age 46-50, 9.02
Age 51-55, 11.25
Life Intervening in Work
 Multigenerational workforce
– Rail Industry – Four Generations of Workers
– Grandparents and Children Working
– Impact on Family Life
– Childcare
– Eldercare
 Existing workforce
– Manageing Stress Levels
Safety Critical Work
 Safety Critical Workforce
 Medical Competency Standards
 Non-Technical Skills
 Competency Management System
 Know Your Colleagues
 Shift work and fatigue management
 Job design
Supporting an Ageing Population
Legal and
Moral
obligations
New employee
demographics
Why?
Culture of the
Railway
Older worker
knowledge
Pension
Awareness and
Training
Learning and Development
 Maintaining motivation
– Longer retirement ages post Default Retirement Age
 Need for a strong L&D process in order to support older workers and maintain
skills and knowledge.
 Driver Training Centres
Post-Retirement Work
 Supporting from a Financial Perspective
– Total Reward Statements
– Accessing pensions without retirement
– Benefits for both the Employer and Employee
– Lump Sum Payments
– Death in Service Provisions
– Encourageing and Supporting Flexible Working
– Rail is behind other industries
– Agile Working
– Mobile Workforces
Health and Wellbeing Initiatives
Health and Wellbeing Initiatives
Barriers to Consider
 Innovative Thinking & the Culture of the Rail Industry
– Supporting managers to proactively think about Succession Planning
– Staff Welfare initiatives
– Geographical Restrictions – Manageing a disparate workforce
 Trade Union Involvement
– ASLEF – Attempts to initiate Age Restrictions
 Final Salary Pension Schemes
– Protection in light of Political Thinking
– Affordability into Pension Schemes
– IWG – Career Average – Protecting DB Schemes post Contracting Out
 Maintaining an Operational Railway
Norwich Collision
Questions?
Thank you
NedRailways