AGE AND EMPLOYMENT

1. AGE AND EMPLOYMENT Presentation by Chris Walsh External Affairs Director, Wise Owls Brussels, November 2012

2. The demographics of older working people • Each generation has specific characteristics – this, the “baby boomer”/ older working age generation (50 – 65+) is no different. • We have different histories, needs, enjoyments and concerns to those younger (under 50) and those older (pensioners – or those just relying on pensions) and we differ between countries, gender, ethnicity + classes • We all need properly paid work, equal access to training, adequate pensions and an understanding of our needs and contribution to society and the economy. • Together with the recently retired (65 -75/80) and the elderly (80+)we make up the growing ranks of the silver economy

3. Silver Economy Silver Economy • New and growing market • Niche with little coherent research • Minimal study at government/EU levels • 50+ will be largest generational segment in W. Europe & Japan within 20 years • 50+ growing exponentially in China • Demand for research & development • Demand for targeted services eg tourism • Labour-intensive delivery of services

4. The divisions between us • There has been much made of how well off “baby boomers” are and how we are taking the future wealth from our children. • Research evidence shows this is a myth and that the reality is where there is age diversity there is a better economic and employment situation. • 3 types of “baby boomer” : *high incomes with wealth and pensions , maybe already retired; *average incomes with property, wealth and pension provision and worries; *low incomes without regular full time work, little pension provision, and inadequate wealth and property. • Differences compounded by gender, class, ethnicity, health, region and occupation

5. The crisis affects us all • Differences/inequalities are becoming greater over the last 20 years and since beginning of current crisis in 2008 • Polarisation ~ few have become considerably wealthier while many become poorer + more enter poverty • The number of unemployed and out of work 50+ of working age has risen considerably (in UK 3.5 million) • Redundancies – especially in the public sector have targeted the 50+ (64% in U.K. local government) • Pensions are being reduced and people have to work longer. • More older people are working part time • Women are the worst affected

6. Our great concerns • Adequate income – regular work at a reasonable wage • Dependable future income – a pension (state, employer and/ or private) sufficient to live on • Basic necessities- home, healthcare, security, access to goods/services • Fulfilling life for yourself, your family and as part of a community

7. Do we care about others? • Yes ! • Our generation cares for our parents, our children & often our grandchildren • We are regularly exploited by the state – and our own families- as free carers, especially women • This detracts from our own ability to generate current and future income/wealth plus develop our own skills • Our own unemployment/poverty impacts on all generations of our families

8. What do we have to offer • Experience • Multi skills • Work and caring, committed culture • Value for money • Loyalty • Ability to learn and teach • Team work and customer skills

9. What we need • Fairness in recruitment, retention, promotion and redundancy • Training and education • Pension and public provision • Flexible working • An understanding and application of the benefits of age diversity in employment • Support for a charter of rights

10. Learning and Training • Equal access to full/part time education and training for all ages • Training at work • Training for the unemployed • Training/education for students • Continuous Professional Development • Lifelong Learning

11. Learning and Training “Learning can mean practising, studying or reading about something. It can also mean being taught, instructed or coached. This is so you can develop skills, knowledge and abilities or understanding of something. Learning can also be called education or training. You can do it regularly (each day or month) or you can do it for a short period of time. It can be full-time or part-time, done at home, at work or in any other place like a college. Learning does not have to lead to a qualification. We are interested in any learning you have done, whether or not it was finished” NATIONAL INSTITUTE OF ADULT CONTINUING EDUCATION (NIACE ~ England & Wales)

12. Learning and Training • NIACE 2012 Adult Participation in Learning Survey • 5000 adults 17+ years • 40% participation ~ in work • 14% participation ~ retired • 45-54 years ~ 6% drop from 2011 • 65-74 years ~ 16% participation • 75+ years ~ 7% participation

13. What are older working age people like today • Ability to work in different situations • Understanding of IT and social networks • Longer, healthy living • More disposable income and wealth • Commitment to families • Flexibility in work/life balance • Ability/interest in travel, sport, entertainment, education

14. What are older working age people like today - • Scared for their own future • Scared for their families future • Facing poverty for selves / families • Being on the ‘scrapheap’ • Being seen as a burden / barrier to youth • Facing ageism / age discrimination

15. How to change • Change ourselves and our attitudes • Change govt perceptions and priorities • Change employer attitudes and behaviour • Change media stereotypes • Greater public understanding of Age Diversity

16. An Older Workers Charter • Encourage employers to retain and to hire seniors. • Upgrade professional skills throughout the working life for seniors. • Provide working conditions that adapt to the needs and benefits of seniors. • Implement health promotion programmes for older and all workers. • Rejuvenate careers with age-friendly measures beneficial to employers.

17. Older Workers Charter • Support intergenerational co-operation and knowledge transfer in the workplace. • Promote time sharing expertise between seniors and other workers. • Promote self employment to seniors and encourage opportunities for seniors and age diverse partnerships to buy small companies. • Promote active ageing in employment, flexible retirement. • Support full employment, living wage and combat exclusion for seniors and all groups of the workforce.

18. An Age Diversity Declaration • We understand that age diversity brings benefits to all ages economically, socially and at an organisational and personal level. • We understand that where age diversity is practiced in employment, benefits accrue to the organisation and business, to the employer and the employees. This applies at the micro level of organisations and communities and the macro level of national economies  and societies. • We believe in the uniqueness which every employees brings to the workplace and that  having an age diverse environment improves productivity, creates better working relationships and enhances social  cohesion for all.

19. An Age Diversity Declaration • We believe that this commitment to age diversity needs to be understood and implemented throughout society and that the dangers of ageism and intergenerational conflict be exposed as false, discriminatory, and illegal • We want a society where people of all ages can participate: in work, in education, in leisure, and in life. We want the government , employers, the media and the public to understand and embrace  the benefits people of different age bring to the workplace, ending divisions, and creating a future which is fair to all.

20. WiseOwls • Job Brokerage • Training • Research • Campaigning • 1:1 Support • Online Support • Business & Start Up Support • Social Networking for the 50+ • Transnational Networking www.wiseowls.co.ukadmin@wiseowls.co.uk Tel: 0044 207 278 8553