What we know about the older workforce: attitudes to work and retirement among older people in England

1. What we know about the older workforce: attitudes to work and retirement among older people in England Stephen McNair Centre for Research into the Older Workforce University of Surrey

2. CROW Response to labour market problems in the South East � but national/international interests Based in University of Surrey, funded by SEEDA since 2002 Work to date National survey of job change 20+ Postal survey 50-69 yrs Qualitative interviews of older workers � gender and qualification DTI study on employer behaviour Literature/resource base Briefing papers on key issues

3. Key questions Do older people like work? Do they want to change work? Do they want to work longer? Which people want what, and in what circumstances? What do people think about the policy options? What do people think about the Government�s approach?

4. Measuring change Definitions of �older� and of group for analysis (we use 50-69yrs) Cohort v Age differences: the last 40 years have seen: rising qualifications and educational standards feminisation of the workforce decline in low/unskilled, and manufacturing work increasing technology use declining unemployment

5. ESRC Growing Older Robertson � primary study of subjective well being and life satisfaction 50-75 Satisfaction and well being post 50 result from environmental factors enhanced by but not determined by employment status Well being correlates with perceived personal choice Well being highest among employed Life satisfaction highest among employed over SPA, followed by retired Among employed, life satisfaction highest among part-timers Poorer psychological health among those in work for financial need

6. ESRC Growing Older Evandrou and Glaser, secondary analysis (BHS, FWLS, GHS and Retirement Survey) of changes in economic and social role mix across four birth cohorts Proportion of people experiencing multiple roles relatively low at any one time, but high across life course. Proportion is rising across cohorts. Women more at risk � conflicts drive out of work, risk of social exclusion and low income Employment has a positive impact on health Multiple roles have little impact on health, except for those with continuing parental roles in mid-life Childcare declining, eldercare rising - few people have three roles but rising

7. Warr�s aspects of well being Opportunity for control Opportunity for skill use Externally generated goals Variety Clarity Availability of money Physical security Interaction with others (quality and quantity) Valued social position / respect

8. Joseph Rowntree Foundation: Transitions after 50 Transitions from work to retirement Role of flexible employment for older workers Nurses after 50 Informal care and work after 50 Expectations of leavers Public policy initiatives Discrimination legislation Work history and income Early retirement and income Financial circumstances of the early retired

9. JRF Key Findings Two nations � money and health (Lissenburgh and Smeaton) Choice & control (all studies) Desire to balance care and work (Mooney & Statham) Caring conflicts impact on social and personal life not work, hardest on women Satisfaction indicators: financial security, health, variety, freedom of choice, control, personal relationships, opportunities to be creative and worthwhile (Barnes et al) Finance not a major factor in decision making (Hirsch) Internationally, legislation does not change culture, reduces explicit discrimination (Hirsch) Most change in work patterns is extension, not reentry (Hirsch) Training reduces early exit (Lissenburgh & Smeaton)

10. US evidence � Staying ahead of the curve � AARP 2002 Survey of 4000 workers 45-74 (skew to professionals) High motivation to work Four groups: Sustainers, money major factor though enjoy work Providers, balancing care and work, work important to self esteem Connectors, loyal to employer, strong social connections at work Contributors, educated/affluent. Highest satisfaction with work, making a contribution more important than money. Most likely to reenter workforce

11. CROW Omnibus Survey: how far are older workers different? A national Omnibus Survey of 5400 job changers aged 20-69 Spring 2003 1136 in 50-69 age range Examining job changes in last 5 years reason for change effects of change support for change usefulness of the support aspirations for work after retirement

12. Frequency of job change declines with age

13. Causes: career reasons dominate until 60s

14. Causes: externally imposed changes rise with age

15. Outcomes:increased responsibility, skills and hours

16. CROW Postal SurveyIndividual attitudes to work Postal survey 50-69 yr olds from Omnibus sample 400 responses Employed and retired

17. Postal survey � key findings 50% are in some form of work (8% describe themselves as �retired but in paid work�) Attitudes to work are extremely positive Little difference in attitude between fully retired and employed 18% report age discrimination Workers want to go on, non-workers don�t Half of retired would have liked to stay if work could have been flexible/part-time

18. Increasing labour market participation after 50: policy implications More people want to work after retirement than do They only want to work part-time/flexibly Different groups have different motivations Personal autonomy increases commitment Retention is easier than re-entry Better management of health could reduce premature retirement

19. Future research issues Analysis of postal evidence on specific groups Role of learning in retaining employability Models of flexible working Health interventions ??

20. Key answers Older people do like work They would work longer if work could be more flexible Which people want what, and in what circumstances? Most older people want a right to go on working Most people are suspicious of Government�s motives in extending working life

21. www.surrey.ac.uk/education/crow