working after 50 a review of the crow research l.
Download
Skip this Video
Loading SlideShow in 5 Seconds..
Working after 50: a review of the CROW Research PowerPoint Presentation
Download Presentation
Working after 50: a review of the CROW Research

Loading in 2 Seconds...

play fullscreen
1 / 29

Working after 50: a review of the CROW Research - PowerPoint PPT Presentation


  • 339 Views
  • Uploaded on

Working after 50: a review of the CROW Research. Stephen McNair Matt Flynn. 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+

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

Working after 50: a review of the CROW Research


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
slide2
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
what is the problem
What is the problem?
  • We are living longer
    • Life expectancy rose by 30 yrs in 20th century,
    • 90% now live to State Pension Age compared to 66% in 1950
  • We are not replacing the workforce
    • lowest ever birth rate (1.6 per woman),
    • young people entering the workforce later,
    • largest ever age cohort approaching retirement,
    • ageing workforce a major constraint in 6/14 occupational sectors
  • We are saving less
    • lowest ever savings rate,
    • highest ever personal debt,
    • average pension yield halved 2000-2003
  • This is not sustainable – people will have to work longer
  • How can policy secure this?
responses
Responses
  • Employers
    • flexibility
  • Government
    • extending working life,
    • the policy dilemma
  • Individuals
    • the age of choice
a cautionary note
A cautionary note
  • Age differences in cross sectional data are not necessarily age related 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
esrc growing older
ESRC Growing Older
  • 24 projects on age – mainly later life
  • Robertson – well being and retirement decisions (primary research)
  • Evandrou – patterns of multiple roles, including work (using Family & Working Lives, Retirement & Retirement Plans survey, General Household Survey
joseph rowntree foundation transitions after 50
Joseph Rowntree Foundation: Transitions after 50
  • Discrimination legislation
  • Work history and income
  • Early retirement and income
  • Expectation of leavers
  • Public policy initiatives
  • Transitions from work to retirement
  • Role of flexible employment for older workers
  • Nurses after 50
  • Informal care and work after 50
  • Financial circumstances of the early retired
how far are older workers different
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
qualifications and class count a model of the older workforce
Qualifications and class count: a model of the older workforce
  • Choosers
  • Survivors
  • Jugglers
choosers
“Choosers”
  • Highly qualified (mostly graduates)
  • Professional/managerial
  • Positive reasons for job change and retirement
  • High incomes
  • Home owners
  • Stay or retire from choice and for interest
  • 2/3 male
survivors
“Survivors”
  • Unqualified (50% have no qualifications)
  • Routine/semi-routine work
  • Most likely group to be divorced/separated
  • Negative reasons for change and retirement
  • Poor health
  • If home owners - working / if renting - retired
  • 2/3 male
jugglers
“Jugglers”
  • Qualified (below degree)
  • Spread across socio-economic range
  • Home owners
  • Working part-time
  • Work in SMEs
  • After retirement may take up voluntary work
  • Almost all are married women
individual attitudes to work
Individual attitudes to work
  • Postal survey
  • 50-69 yr olds from Omnibus sample
  • 400 responses
  • Employed and retired
how prepared are employers
How prepared are employers?
  • Commissioned by DTI to inform drafting of legislation
  • Literature review
  • Key national informants
  • 4 case studies
  • HR Directors, Employee reps, line managers
  • Reporting Jan 05
slide22

Drivers for change: employers

  • Not the legislation – yet
  • Labour demands – 24/7, shortage of people
  • Recruitment costs
  • Ageing workforce
  • Skills retention - mentoring
  • Reputation – Age Positive
  • Cost benefit
slide23

Attitudes to legislation: employers

  • Retirement age
    • Prefer abolition, with exemptions (?)
    • 70 default will lead to raised pension age
    • employer set is impractical
    • ability to discuss without discriminating
    • relationship with DDA – what is “reasonable adjustment”
  • Long service awards
  • Succession planning and a balanced workforce
  • Legislation will lead to improved appraisal/management
slide24

Important concerns – literature, interviews and pilots

  • HR policies
    • little direct discrimination evident
    • concern about policy/practice gap
    • differences between group
  • Retirement age
    • abolition raises problems with a few staff, but not many
    • default at 70 will raise real resistance because of pension knock on implications
    • Practicalities of managing retirement without discrimination, levels of proof etc.
  • Timescales
    • all want draft regulations urgently
    • particularly want decision on retirement age and long service awards
how different are older workers in the uk
How different are older workers in the UK?
  • changes are trends, not steps, but accelerating in the late 50s
  • mobility, positive job changes and participation in training decline with age
  • career and money decline as motivators, but slowly
  • social division increases – reinforced by job change
  • more people want to work part-time after retirement than do so
  • control over working life is critical
increasing labour market participation after 50 policy implications
Increasing labour market participation after 50: policy implications
  • Recognise diversity
  • Personal autonomy increases commitment
  • Retention is easier than re-entry
  • Manage health better
  • Flexible working and stress reduction help
future research issues
Future research issues
  • Learning needs of older workers
  • Models of flexible working
  • Health interventions
  • ??