Factors Affecting the Access Retention and Progression of

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Factors Affecting the Access Retention and
Progression of Older Workers.

• Dr Tony Maltby
• IASS, University of Birmingham.
• T.Maltby_at_bham.ac.uk

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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)

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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

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Project Outline

• Phase II1. Outreach work involving contacts
  with local employers including SMEs2. Carrying
  out discussion groups in various parts of
  Birmingham and Solihull.

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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.

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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.

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Preliminary Findings

• Four areas
• Training and Qualifications
• Health Working environment
• Government and other agencies
• Other extraneous factors

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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• Qualifications obtained regarded as outdated by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.

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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

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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.

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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)

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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 )