Factors Affecting the Access Retention and Progression of ‘Older Workers’.

1. Factors Affecting the Access Retention and Progression of ‘Older Workers’. Dr Tony Maltby IASS, University of Birmingham. T.Maltby@bham.ac.uk

6. 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)

7. Project Outline Phase I1. Recruitment of Development and Research Coordinator and Research Team2. Recruitment of ‘sample’ (beneficiaries).3. Establishment of a ’50+ team’ of volunteers

8. Project Outline Phase II1. Outreach work involving contacts with local employers including SME’s2. Carrying out discussion groups in various parts of Birmingham and Solihull.

9. Project Outline Phase III • 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’.

10. Project Outline Phase IV (Mainstreaming)1. Drawing up a ‘What Works’ list for future policy development. 2. ‘Evaluative’ discussion groups with older workers3. A targeted approach. To Further Education providers, local business community and policy makers and politicians etc.

11. Preliminary Findings Four areas: • Training and Qualifications • Health & Working environment • Government and other agencies • Other extraneous factors

12. 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leads to paid work (training on the job) • Need for ‘Mature apprenticeships’ • Qualifications obtained regarded as ‘outdated’ by some employers (e.g. GCE ‘O’ Levels, City and Guilds etc.)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.

13. 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’

14. 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.

15. 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)

16. 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 )