Dismantling employment barriers in South East England

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Dismantling employment barriers in South East
England
Centre for Economic Research and Intelligence

• Peter Garside Kingston University
• p.garside_at_kingston.ac.uk
• Bob Townley Kingston University
• b.townley_at_kingston.ac.uk

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Introduction

• ESF Funded Co-financed Project defined by SEEDA
  March 2004 June 2005.
• Explore from employers and employees
  perspective the employment barriers facing three
  groups.
• Target Groups Older workers, people with
  disabilities and black and ethnic minorities.
• Aim to produce Action plan for SEEDA.
• Key issue for this meeting - barriers for older
  workers (relative concept!)

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THE BARRIERS
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Institutional Organisational

• Recruitment procedures recent and up to date
  experience, gaps/down grade not allowed
• Competences are not the clear focus
• Benefits/insurance only up to retirement age
  death in service cover, public liability, etc
• Peoples ETs delayed if close to retirement age
• Build up towards legislation set alarms bells
  ringing clear out
• Institutional employment advice given dont get
  a job claim pension (target issues)
• Ageist employment contracts airline pilots (55)
• Institutional discrimination certificate of
  exemption from National Insurance degrading
• Employment Agencies serving image of client

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Image, Attitude and Culture

• Grey vote, grey pound dull, insignificant
• Old past it, lost marbles - media
• Youth culture is all pervasive
• Mythology, media, culture uncomfortable with
  young environment people can create own
  barriers
• Social networks for older workers do not exist in
  firms
• Companies want to be able to mould people to
  corporate culture
• Old - wise, authority, credibility, patient
• Question do we change attitudes or methods?

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THE FUTURE AND OPTIONS
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Multiple Approach

• Develop and encourage schemes that want to
  exploit and transfer experience and knowledge
• Support programmes promoting self employment and
  career clubs
• Challenge media images and critical perception of
  age
• Training and understanding of diversity for
  institutions and service organisations
• Insurance, benefits, policies and pensions need
  to be reviewed
• Employment agencies regulate encourage
• Employment, recruitment, selection, retention and
  progression based on competences