Journal of Vocational Education and Training 10th International Conference5th to 7th July 2013

Worcester College, Oxford

Age Management in Practice (AMaP): Improving access to VET/CVET for older workers across

Europe

Graham Smith, Project ManagerUniversity of Strathclyde

University of StrathclydeCentre for Lifelong Learning

The Centre for Lifelong Learning exists to make University study accessible to adults locally, regionally and nationally. The Centre has long experience of providing courses designed especially for adults. It provides lifelong Learning opportunities by making University education and training available to people at all levels of achievement before, during and after their working life.

Community Engagement: daytime and evening classes for all ages and interests.

Knowledge Exchange: Continuing Professional Development, Post Graduate study, specialist courses and international programmes.

Unknown variables, uncertain future

The typical human response often observed when individuals face an unknown or changing situation

Dot on the horizon is an unknown phenomenon growing larger as it approaches

The two men stand fixed, not knowing who it is or what they should do

Finally, suspecting it may be a threat, they attempt to do something about it

Human response to uncertainty

Having identified the dot the two men try to relate it to their known world

Thought process is varied, but not clear which response is appropriate and resources for gathering data are limited

As the ‘dot’ gets closer new theories emerge, but the overwhelming sense of uncertainty increases

As the situation evolves, little time is left to develop or implement an effective solution

Panic sets in

van der Heijden et al, 2002

Today’s population is living longer and healthier than previous generations and will continue to do so in the future

However,

Ageing is often portrayed negatively:

‘time bomb’

‘rapidly ageing’

‘burden on society’

Is it not good news??

Drivers of demographic change

1. Below replacement level fertility rates

+

2. Increasing life expectancy / declining mortality rates

+

3. Migration

=

Changing population structure and ageing population

(Median age of individuals living and working in Europe is 40)

Source: Joseph Rowntree Foundation, 2013

1. They are part of a reducing number of young people

2. His mum was almost 32 when he was born

3. She has a 50% chance of living to 100

4. A strong possibility of moving away to study or work

1. Low fertility rateTotal fertility rate and replacement rate, Europe, 1960-2059

Source: European Commission, 2012 Ageing Report

1. Low fertility rateTotal fertility rate and replacement rate, EU27, 2010 - 2060

Source: European Commission, 2012 Ageing Report

2. Increasing life expectancyProjection of Life Expectancy at Birth, Men in EUROPOP2010, years

Source: European Commission, 2012 Ageing Report

2. Increasing life expectancyProjection of Life Expectancy at Birth, Women in EUROPOP2010, years

Source: European Commission, 2012 Ageing Report

3. MigrationNet Migration Flows in EU Countries, 2005 to 2009 EUROPOP2010

Source: European Commission, 2012 Ageing Report

And an ageing population

Source: European Commission, 2012 Ageing Report

?

Source: European Commission, 2012 Ageing Report

Individual impact Policy changes will dictate older adults work longer and later in

life

Need to rethink retirement:“widespread confusion among employees” (Vickerstaff et al, 2004: 36)

Learning and skills development important for continual workforce participation However, the importance of class and amount of initial education cannot be

underestimated (McNair, 2012a)

Life transitions impact significantly on the ability and capacity for working in later life (Phillipson, 2002)

Impact on employers

An acknowledgement by employers that redundancy programmes “almost wholly targeted older workers” (Loretto and White, 2006)

TAEN/EFA survey (2009) of 198 HR professionals

- 85% still had a Mandatory Retirement Age (MRA)

- While many recognised disadvantages, there were also key benefits perceived: 80% felt MRA created space for young people in the business

Workforce ageing: 33.6% of public sector workers are aged 50+ (Loretto, 2011)

Perceptions mixed (Holywood et al, 2003) however anecdotal evidence that this is changing and related to industry sector – more research in this area required

Project background

Figure 4: Employment rate by age and gender, 2000 – 2010, EU27 (%)

Source, Eurofound/Eurostat, Labour Force Survey

Source, Eurofound/Eurostat Labour Force Survey

ContextFigure 3: (Generally) rising employment rates of older workers (55-59 and 60-64), 2000 – 2010

Source, Eurofound/Eurostat Labour Force Survey

Overall

1. Older adults are living and working longer than ever before

2. Older workers are fitter and healthier than ever before

3. Policy in all EU countries is focussed on increasing Statutory Pension Age

4. Participation in learning and development declines with age (Cedefop, 2013)

Key Deliverables

‘Products’

1. Learning Model for older workers

2. Mapping System to help facilitate skill mapping against EQF

3. Evaluation report of questionnaire to employers

4. Development of an Age Management seminar for employers to share results of research and encourage better age management practices

5. Development of a ‘Talking Heads’ DVD with the views of key stakeholders on an ageing workforce and VET for older workers

6. Bi-annual Newsletter

7. Project website

8. Final Conference

9. Journal submission to Journal of Vocational Education & Training

Project overview

Improving access to, and participation in, CVET for

older workers

1. Learning Model

2. EQF

Mapping

3.Employer Attitudes4.

Research

5. Stakeholder Engagement

1. Learning Model

Issues

Participation in learning declines with age – confidence and

motivation, among others, are key factors

Lack of self-awareness of skills and skill-transferability often exists

Solution

18-hour learning programme aimed at improving confidence and

motivation for learning

Encourage reflective learning to form a foundation from which to build

on

Introduction to VET and how it can be of value to older workers

2. EQF Mapping

Issues

Many older adults are unaware of European Qualifications Framework (EQF) or National Qualification Frameworks (NQFs)

Policy development in most countries on NQFs/EQF is framed around younger people

Solutions

To help older adults understand where their skills sit on the EQF framework

In partnership with NQFs, influence policy development to ensure a more inclusive approach

AMaP Mapping System

3. Employer Attitudes

Issues

Attitudes towards older workers are mixed, depend on industry sector and are often inaccurate

Myths around older workers willingness to learn and develop in later life exist

Solutions

Establish current attitudes toward older workers, in particular practice around personal development

Work with employers on developing age management practices and policies

4. Research

Issues

Ageing research has “only recently started to become the focus of attention for academics, policy analysts and social commentators.” (Hirsch, 2000: p2)

The body of knowledge which exists is comparatively small when considering other research areas

The profile of the older worker is changing compared with previous generations e.g. greater likelihood of formal education, healthier, living longer etc.

Solutions

Add to a growing body of knowledge in an area identified by the European Commission as being critical to the success of the EU (2020 Strategy)

Build on project results and develop further areas for future project activity

5. Stakeholder Engagement

Issues

National: Wide variation in attitude to policy development across European regions with regards to demographic change and ageing workforce

European: While becoming more prominent in policy, work still required to keep the age agenda high profile with key bodies e.g. Cedefop

Solutions

Integrate organisations such as Chambers of Commerce and NQFs into project

Influence Commission bodies such as Cedefop to continue examining the challenges of an ageing workforce

• https://vimeo.com/69158420