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JANE BARMER Training & Employment Initiatives Manager Age Concern England www.ageconcern.org.uk/ Catalyst : Organisations working with & for older people. Goal: Voice opinion of older people & defend their interests Focus: Age Discrimination (AD): Employment, Goods & services Activity: Lobby EU institutions / Spread information Monitoring transposition of the Employment Directive Help AGE membership to use potential of legislation Awareness raising Evidence base / research on AD in goods & services Methods: AGE Administrative Council & General Assembly Expert groups at national level Intergroup in European Parliament Website & Publications ( www.age-platform.org ) AGE CONCERN ENGLAND UK’s largest organisation working for and with older people Federation – 400+ individual organisations Mission To promote the well-being of all older people and to help make later life a fulfilling and enjoyable experience. Principles • Ageism is unacceptable • All people have the right to make decisions about their lives • People less able to help themselves should be offered support • Diversity is valued in all that we do UK CONTEXT • Demographic Change Ageing UK workforce - 20 years: 2.5 million FEWER ‘under 50s’ : 2.5 million MORE ‘over 50s’ • 50+ Potential Labour Pool under use 50+ employment rate: England = 68% / Scotland = 63% / Wales = 59% • Age Discrimination in Employment 1:4 People aged 50 – 69 = age discrimination (work/recruitment) • Age Legislation : 1 October 2006 • Recruitment & Retention Difficulties Skill shortages / Recruitment tactics / Early retirement • Market Focus & Potential OVER 50s (20million) = 75% nations wealth / UNDER 50s = 90% marketing • Age Diversity Business Benefits Lower turnover costs / Increased productivity AGE DIVERSITY: SPECIAL PROJECTS “only just over 9% of people work beyond Statutory Pension Age. If this does not change by 2031 there will be 3 nonworkers for every 1 worker” • On-line Age Audit tool (UK - Reed) • Business Support Agencies (Wales) • Ageless At Work – mentoring (EQUAL: UK, France & Finland) • Skills Analysis – retention (EQUAL: UK & Poland) James Reed, Reed Consulting. • WorkWise – Employment Model (UK) • National SME Projects (DWP: England, Scotland & Wales) SMEs – STRATEGIC APPROACHES ACTIVITY “Old and young work together to make a better product today. It doesn’t matter if you’re 60 or 20 - everyone has a role to play, - it’s all part of being a team.” Goodmans Bespoke Furniture, Wales • 660 Employers - 3 Nations • • • • • 50 Partners Identify SME Needs Explore Engagement Routes Raise Awareness Develop Tools RECOMMENDATIONS • Link to national /regional media campaigns • Clear business benefits • Difficult to attend ‘Events’ • SME support agencies as conduits • Train up SME Intermediary / Support agencies • Provide SME / sector specific material ACTIVITY FOCUS Examples AGE AUDIT Policies / Diversity Statements / Procedures / Documents / / Marketing CULTURE REVIEW Corporate Commitment / Workforce attitudes / Cloning/ Communication Channels / Language & Images AGE PROFILE Workforce Structures / Recruitment, Selection & Appointment / Exit / Career Progression & Development / Performance / Time Off RETENTION Policy / Performance Management / Career Development Opportunities /Succession Planning/ Flexible Working / Salaries, Reward & Benefits/ Leaver Exits / Redundancy EXTENDING WORKING LIFE Phased retirement / Flexible Work Patterns / Removal of ‘retirement age ‘/ Mentoring/ Role changes BUSINESS DEVELOPMENT Age Shift Prediction / Demography : Customer Base / Market Research – expanding Services & Products BARRIERS FOR SMEs Management Knowledge / Skill / Attitude Lack of vision / Shifting priorities Culture : Cloning / Ageism / Reactive Processes: Policies / Documents Business Plan / Budget : inadequate resources Regional or Sector differences Stakeholder perception / influence Customer profile SME 8 TOP ACTIONS (1,377 Actions Identified) “We want to be involved to: • Policy & Document Age Audits • Identify • • Training & Awareness Raising Influence • Promote • Age Profiling / Monitoring Tools • Retain • Skills match” • Exploring Attitudes & Expectations • Enhancing Holistic Approaches • Negotiating Terms / Conditions • Reviewing Pensions / Retirement • Involvement in consultations Rob Young, CE Helena Housing AGE DIVERSITY Not for moral or legal reasons BUT because it makes GOOD BUSINESS SENSE “The importance of diversity in the workforce: • The value of experience and wisdom • Flexible working • Reflection of our customer base” Alan Eagle, Abbey