Working on: choice or necessity? Dr Pamela Clayton

Statistical Overview The importance for European economies of people above retirement age Demographic change Skills shortages Pensions Europeans working Very few on average Top nation: Sweden Above average: Denmark, Sweden, Finland, Estonia, Ireland, Cyprus, Portugal and the United Kingdom

United Kingdom: predictive factors (1) Kind of people likely to stay in work Still working at retirement age Parents’ social class (men only) Having a small, not large, family Little previous unemployment Partner still working Good health Late starters Living in affluent regions

United Kingdom: predictive factors (2) Other factors Amount of leisure Attitudes to leisure Attitudes to work Qualifications Job satisfaction

United Kingdom: motivations Main motivations Joint retirement Work satisfaction Financial

United Kingdom motivations: Yeandle Yeandle’s classification (2005) Career changers – want to try something new Downshifters – want less stress or more autonomy Identity maintainers – use existing skills in another setting Workers till they drop – low paid workers who have to work until they are forced to stop

United Kingdom motivations: CROW Centre for Research into Older Workers classification (CROW) (2004) Choosers – usually highly qualified, will work if it is interesting Survivors – no qualifications, little choice about staying or leaving Jugglers – mainly women, medium qualifications – least likely to stay on

United Kingdom motivations: financial Financial reasons Choice – could manage without work but wish to work, e.g. to increase pensions or savings Necessity – to avoid poverty (especially women), where savings are low and no occupational pension

United Kingdom motivations: work (1) Job satisfaction Attractiveness of work – more autonomy – especially in self-employment Work-life balance – most work part time

United Kingdom motivations: work (2) Elementary occupations Little choice for low-qualified workers Meeting people Less responsibility A change is as good as a rest

Real Lives: 9 case studies (1) Predictive and motivational factors shown Skilled working class or middle class but not wealthy background, 4/9 Professional qualifications, 5/9 Still in the same job, same employer, 4/9 Job satisfaction, 8/9 Maintaining professional identity, 1/9 Divorced women, 4/9

Real Lives: 9 case studies (2) Predictive and motivational factors shown Late starters, 2/9 Self-employed, 4/9 Likes company, 3/9 Financial need, 2/9 Work ethic, 5/9

Enabling factors Factors amenable to policy intervention Education, qualifications and access to skills enhancement Employers’ attitudes and policy Health Government policy Vocational guidance and mentoring

Enabling factors: education Education, qualifications and access to skills Generally, higher educated more likely to continue Difficult for older people with low education / skills to access VET Need for computer skills Skills obsolescence, not age, impairs productivity

Enabling factors: employers (1) Attitudes and policies of employers Anti-ageist attitudes and practices Flexibility Good working conditions

Enabling factors: employers (2) Anti-ageist attitudes and practices No fixed retirement age No discrimination in recruitment No discrimination in training

Enabling factors: employers (3) Flexibility Mainly manifested in part-time working Adaptations for disabled workers or those with health problems Flexi-time for carers

Enabling factors: employers (4) Good working conditions More autonomy Trust Control over work Being appreciated

Enabling factors: health Health More prosperous countries report better health Health problems greatest barrier to work (but some in poor health carry on working) Health and safety at work

Enabling factors: government policy (1) Policy areas Pensions Adult education Health Anti-discrimination legislation and enforcement

Enabling factors: government policy (2) Pensions Incentives through state pension schemes (benefits of deferral) Allowing employment while taking state pension Allowing people to take occupational pension and stay working with same employer

Enabling factors: government policy (3) Adult education Funding for adult education Funding for re-skilling or learning new skills

Enabling factors: government policy (4) Health Enforcing health and safety at work Diminishing class inequalities Providing measures for the physical and psychological well-being of workers Supporting carers

Enabling factors: guidance Guidance and mentoring Financial advice Educational guidance Guidance for career change Guidance for labour market re-entry Advice on self-employment Planning for retirement

Conclusion (1) Factors to consider Characteristics of post-retirement workers Working life Employer attitudes Heterogeneity of older people National/local factors

Conclusion (2) Necessity or choice? Leisure after working life should be a right Continued working should be a choice Choice is a luxury denied to many Employers and government can have some effect on increasing post-retirement working Other alternatives – voluntary work

Finally In memoriam: Geoff Ford