Search results for ‘Subject term:"older people"’ Sort:
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When I'm 65
- Author:
- GEORGE Mike
- Journal article citation:
- Care and Health Magazine, 9.11.04, 2004, pp.16-18.
- Publisher:
- Care and Health
Discusses the ageing social care workforce. Highlights the need to retain older staff in light of the ageing population.
Ready, willing and able: employment opportunities for older people
- Author:
- TRADES UNION CONGRESS
- Publisher:
- Trades Union Congress
- Publication year:
- 2005
- Pagination:
- 43p., bibliog.
- Place of publication:
- London
Over one million 50 - 65 year olds in the UK are ready, willing and able to contribute to the economy but can't get a job because employers won't recruit older workers or retain the ones they already employ. The continuing problem of older workers being pushed out of jobs and on to benefits and early pensions is highlighted in a new report by trade union body, the TUC, which calls on the government to introduce policies and practices to encourage firms to retain and recruit workers over 50. The finding echo a study published in May which found that while nearly six out of 10 baby boomer Britons want to work beyond the normal state pension age, two-thirds find it impossible to get a job within 10 years of retirement as firms still seek to put employees aged over 50 out to pasture. According to the TUC, of the 2.6 million 50-65 year olds who are currently unemployed or economically inactive - that is not working or actively looking for work - over a third want a job, the report says, with 250,000 actively looking and 750,000 who say they want work.
Profile: Richard Worsley, Director, Carnegie Third Age Programme
- Author:
- WORSLEY Richard
- Journal article citation:
- Equal Opportunities Review, 60, March 1995, pp.23-24.
Outlines the aims of the Carnegie Third Age Programme which is a follow up to the Carnegie Inquiry into the Third Age. One of the key elements is to persuade employers to adopt positive policies in respect of older workers.
Becoming an age-friendly employer: evidence report
- Authors:
- SMEATON Deborah, PARRY Jane
- Publisher:
- Centre for Ageing Better
- Publication year:
- 2018
- Pagination:
- 123
- Place of publication:
- London
Focusing on the theme of age-friendly workplaces, this report focuses on three areas: Reducing age bias in recruitment; Promoting good quality flexible work; and Maximising the benefits of age diversity at work. The aim is to clarify why these three topics are important for employers and the extent to which they affect older workers. This report outlines, where relevant, evidence on promising approaches, setting out a range of practices that promote age-friendly workplaces. The study used a multi-methods approach including: a rapid evidence review; primary research with employers, intermediaries, and experts; secondary analysis of quantitative data; and an omnibus survey. It was also supported by processes designed to test interim findings and engage with employers’ ongoing concerns including an employer summit and two policy roundtables. (Edited publisher abstract)
Becoming an age-friendly employer
- Author:
- CENTRE FOR AGEING BETTER
- Publisher:
- Centre for Ageing Better
- Publication year:
- 2018
- Pagination:
- 46
- Place of publication:
- London
A practical summary of what employers can do to become more age-friendly. It covers everything from recruitment to supporting health at work and how to help staff in mid-life to plan for their future. It is based on insights from both employers and employees and includes examples and ideas from businesses. The guide is comprised of five sections, which reflect recommended actions for employers to improve the way they recruit, support and retain older workers: 1) offer flexible working; 2) ensure recruitment targets all age groups; 3) ensure people have support for health conditions; 4) create career development for all ages and 5) create an age positive culture. (Edited publisher abstract)
Are employers changing their behavior toward older workers? An analysis of employers' surveys 2000–2009
- Authors:
- CONEN Wieteke S., HENKENS Kène, SCHIPPERS Joop J.
- Journal article citation:
- Journal of Aging and Social Policy, 23(2), April 2011, pp.141-158.
- Publisher:
- Routledge
- Place of publication:
- Philadelphia, USA
Raising the participation levels of older workers is an objective of policy makers in most Western countries. The aim of this article is to explore possible changes in Dutch employers' behaviour regarding the recruitment and retention of older workers during the last decade. The study analyses the results of surveys carried out independently among Dutch employers in 2000, 2002, 2005, 2008, and 2009. The analysis makes a distinction between trend effects and business cycle effects. The results show that efforts to recruit older workers are changing, congruous with the economic climate, while retention behaviour shows a clear and rather gradual time effect. The article concludes that the position of older workers has improved between 2000 and 2008 and has done so in comparison with other underrepresented groups in the labour market. During the recession, recruitment of older workers declined substantially, while efforts to retain older workers are in both absolute and relative terms higher than in 2000. However, organisational policies that seek to accommodate older workers, such as offering them extra leave, may in fact reduce older workers’ employability and raise costs.
Making the most of opportunities for older workers
- Author:
- WILSON Nick
- Journal article citation:
- Working with Older People, 14(3), September 2010, pp.29-39.
- Publisher:
- Emerald
Future economic success will depend on developing and drawing effectively on the talents, experience and skills of older workers. This report is based on eight projects that together made up the South East’s 40-70 Tomorrow’s Workforce Programme. The projects are: Care to Share; Skills for Security; ReGROW; Routeway 40; Shape Your Future; Thames Valley Executive Job Club; Recruiting Older Workers; and Open Door. Together they helped over 3,500 older workers (together with 500 employees) in the region with staying in or moving back into work in a range of different, innovative and cost-effective ways. They gave rise to some important lessons for commissioners and providers of skills and employment support services. A number of implications for practice are drawn from these eight projects. These have already influenced the development of the new national careers advice service for adults and good practice guidance for employment support organisations commissioned by the Department for Work and Pensions, including a section on ‘employer engagement’.
What employers look for when recruiting the unemployed and inactive: skills, characteristics and qualifications
- Authors:
- NEWTON Becci, et al
- Publisher:
- Corporate Document Services; Great Britain. Department for Work and Pensions
- Publication year:
- 2005
- Pagination:
- 73p., bibliog.
- Place of publication:
- Leeds
This study aims to examine what employers seek when recruiting, and the extent to which government provision meets their needs. The focus is on unemployed and inactive adults aged between 16 and state pension age. A secondary aim is to explore whether there are differences in employers’ requirements by age. The findings are the result of two strands of research: a review of the policy, evaluation and academic literatures, and 22 qualitative interviews with individuals, drawn from 16 organisations that have particularly in-depth knowledge or expertise qualifying them to comment on relevant issues. These included government departments, regional agencies and voluntary sector organisations such as the Third Age Network, NIACE and Help the Aged.
Combating age barriers in employment: a European portfolio of good practice
- Editors:
- WALKER Alan, TAYLOR Philip
- Publisher:
- European Foundation for the Improvement of Living and Working Conditions
- Publication year:
- 1998
- Pagination:
- 221p.
- Place of publication:
- Dublin
Report providing an analysis of more than one hundred and fifty initiatives in favour of the retention, retraining and reintegration of older workers. Intended as a practical tool for all those concerned with developing practice or supportive policies to combat age barriers in employment.
Older people and employment: fourth report of session 2017-19
- Author:
- GREAT BRITAIN. Parliament. House of Commons. Women and Equalities Committee
- Publisher:
- House of Commons
- Publication year:
- 2018
- Pagination:
- 49
- Place of publication:
- London
Inquiry report from the Women and Equalities Committee on older people and employment, to examples whether the Government’s Fuller Working Lives strategy is sufficient to tackle age discrimination in employment and what more needs to be done. The Committee examined how questions of age diversity factor into the discussions on ‘quality’ of work being taken forward in the Taylor Review of modern working practices, and whether or not the Government’s approach addresses the different needs of women, carers, people with long-term health conditions and disabilities and black and minority ethnic (BME) groups among the older workforce. It heard evidence from a range of organisations, including older people’s organisations, business organisations, academic experts; and individuals speaking about their personal experiences in seeking and staying in employment in later life. The evidence highlights three key issues: tackling age bias and discrimination, particularly in recruitment; making workplaces and working practices more flexible and adaptable to the changing needs of older workers; and access to skills development and advice throughout people’s lives. The Committee found that although the Government has good strategies in place, they are not well coordinated with each other and lack any plan to ensure that existing legislation is being implemented and enforced. It concludes that Government and the Equality and Human Rights Commission (EHRC) are failing to enforce the law on age discrimination and must be clearer that prejudice, unconscious bias and casual ageism in the workplace are all unlawful under the Equality Act 2010. The report makes a number of recommendations. (Edited publisher abstract)