1. Burnt out or burning bright Penny Tamkin

2. Some interesting highlights By 2025, people over 60 will outnumber under 25 in Britain In US, retirement only a breather but ‘want to’ or ‘had to’ (Putman, 2005) 4/5ths European employees believe age play a significant role in job prospects (Stepstone, March 2006) 59% say disadvantaged at work because of their age (CIPD, 2006)

3. An ageing population

4. Increasing life expectancy

5. Life post 60

6. Evidence of discrimination older workers more likely to be unemployed unemployed >45 take longer to find work age used as a recruitment criteria managers rate promotability of older workers lower

7. Older workers and work >50s sharp decline in labour market participation 1990s trend of early exit two thirds of those who leave early do so involuntarily (PIU 2000)

8. Labour force participation

9. Long-term decline in activity rates among older men

10. Just slipping out

11. Inactive 50+ as % of labour force * Assuming participation rates by age and gender remain unchanged at their current levels

12. Engagement diagnostic tool Customer commitment Engagement Training and development Health and safety Performance and feedback Co-operation Equal opportunities Feeling valued and involved Pay and benefits Colleagues Communication Management Stress Job satisfaction

13. Engagement by age

14. Engagement by development

15. Different working experiences Older employees feel less valued and involved Training and development experiences differ Engagement rather than age is the key

16. Experiences of training & dev Received no training in the past 12 mths Have a PDP Good / excellent access to informal dev

17. Engagement & career intentions

18. Employer attitudes and practices evidence of positive views on reliability and loyalty negative on flexibility, willingness to train and adaptability to change affect views on suitability for jobs Scottish study ■ preference more experience, better temperament, greater commitment ■ cheaper ■ lots of job typing

19. Employer attitudes and practices doubt that law will make a difference age equality not as much of an issue concerns over health exit through voluntary retirement

20. Stereotypes more absences – short term absence decreases, long term increases, lower injury rates memory problems and declining intelligence – no decline until >90, accounts for low % of variance ability and performance decline – mixed evidence, objective measures steady or increase, subjective decrease. Manual workers maximum drop was 10%

21. Stereotypes (2) less creative – science and art notable creations decline after 40s, musicians not till 85+ cannot adapt to new technology – longer training needed cost more – experience greater salary drop when forced to change jobs, less training do not fit – can help reduce absence and higher work ethic not committed – evidence that more committed but may be due to factors other than age

22. Are older adults able to learn? vocabulary, general information and judgement stable or increase up to 60 older do better than younger on tests needing preplanning or decisions amongst alternatives learning and memory no difference between 40 and 65 but… more anxious, see learning as regressive, need longer sessions

23. What helps? comfy furniture convenient parking bathrooms conveniently located ample breaks self paced memory aides visual aides, large fonts, reduced clutter quick application

24. Learning need older workers greater need longer time since last trained skills are obsolete employed in declining industries

25. Learning participation

26. Trends in training shift from off the job to on the job duration declines frequency falls less likely to be offered and less likely to accept women more likely at all ages qualified more likely at all ages more likely within high skilled work

27. Trends in training (2) related to sector, establishment size regression analysis shows that age remains an important factor regardless of all others

28. Lessons for the design of work Good management is critical Honest conversations about plans – reviews, appraisals Flexibility and part-time options help retention Ensuring respect and status prevents early exit Social motivation matters

29. Key messages Mission and purpose Money Health – intervene early Improve training – access and relevance Remember that people are different

30. … thank you www.employment-studies.co.uk