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Extending working life sector initiative: a review
- Authors:
- STRUDWICK Maria, KIRKPATRICK Andrea
- Publisher:
- Great Britain. Department for Work and Pensions
- Publication year:
- 2013
- Pagination:
- 67p.
- Place of publication:
- London
Extending Working Life (EWL) is needed because of demographic changes, increases to State Pension Age and the current state of under-saving for retirement. The EWL Sector Initiative was an innovative approach to employer engagement, using contracted intermediaries or ‘Engagement Managers’ to equip a range of sector bodies with information about the benefits of employing older workers. Nine sectors (construction, retail, hospitality, public administration, manufacturing, transport, health and care, finance and education) were chosen to represent a large proportion of employers and of the total workforce. Interviews took place during the end of 2011/ beginning of 2012 with the Project Manager and the five Engagement Managers who provided the support, representatives from nine sector bodies and the policy team from the DWP. The short term aim of engaging across the sectors was achieved. The extent to which sector leads were planning to promote extending working life issues after this initiative varied.
'Third-age' workers caring for adults and older people in England: findings from secondary analysis of the National Minimum Data Set for Social Care
- Authors:
- HUSSEIN Shereen, MANTHORPE Jill
- Journal article citation:
- Diversity in Health and Care, 8(2), June 2011, pp.103-112.
- Publisher:
- Radcliffe Publishing
Even though the UK has implemented policies to combat the effects of age discrimination, ageism is still evident in the hiring, retention and career development opportunities of older workers. As such, this paper investigated the current stock of older workers in the adult social care sector in England. Data was drawn from the National Minimum Data Set for Social Care, and included 80,000 samples of workers. The paper examined the changing profile of three closely related third-age cohorts and investigate the similarities and differences between those working in the care sector aged 60 years or older, and two younger age groups, namely 50-54 and 55-59 years. Analysis revealed that workers in the age range 50-75 years constitute nearly 40% of the whole workforce. In particular, the impact of the oldest third-age group, aged 60-75 years, is substantial, contributing to around 12% of the total. The implications of this diversity are explored.
Working people who also care for the elderly
- Author:
- RANDS Gianetta
- Journal article citation:
- International Journal of Geriatric Psychiatry, 12(1), January 1997, pp.39-44.
- Publisher:
- Wiley
Surveys the workforce of a district health authority in south east England using postal questionnaires, to determine how many of them had outside work caring commitments to elderly people. Analyses the services and supports received by care receivers and caregivers and explores ways in which worker-carers can be assisted by employers and work colleagues. Results found that fourteen per cent of this workforce had outside work commitments to care for elderly people. Worker-carers were usually female, older than non-carers, working part-time and earning low incomes. They tended to be caring for elderly female relatives, living close by, and approximately half were unaided by statutory or voluntary services. Worker-carers' support was mainly from family and friends. At work a supportive and accepting attitude from colleagues and line-managers was valued, as were part-time jobs and flexi-hours. Concludes that more attention, particularly within the work environment needs to be paid to ways of supporting working people who also care for the elderly.
Barriers facing carers when seeking employment: briefing
- Author:
- AMBITION FOR AGEING
- Publisher:
- Ambition for Ageing
- Publication year:
- 2020
- Pagination:
- 4
- Place of publication:
- Manchester
This briefing highlights a number of barriers faced by carers, and former carers, when seeking employment. With the peak age for caring being 50-64, over 2 million people find themselves in this caring bracket in the UK. Caring responsibilities can compound the barriers older people face both in remaining in work, as well as finding new employment. Two GMCVO-led projects (Working Potential and Caring, Working, Living) identified a number of such barriers. Those most commonly cited have been explored in this briefing and have been grouped by six themes. These are: respite provision – lack of trust in respite services and a reluctance to leave the cared for person in the hands of a stranger; health and wellbeing – low confidence and self-esteem were cited as key barriers cared faced returning to work; employer understanding of carer needs and skills; limited employment opportunities; social capital – there can be an assumption that some services or activities are free of charge, when there are hidden barriers to accessibility; and travel – participants reported difficulties using public transport, with many older carers lacking in confidence. (Edited publisher abstract)
Younger workers’ attitudes and perceptions towards older colleagues
- Authors:
- PATEL Jasmine, TINKER Anthea, CORNA Laurie M.
- Journal article citation:
- Working with Older People, 22(3), 2018, pp.129-138.
- Publisher:
- Emerald
Purpose: The purpose of this paper is to investigate younger workers’ perceptions of older colleagues, including whether there is evidence of ageism. Design/methodology/approach: Convenience sampling was used to recruit ten individuals who were both below the age of 35 and employed at a multigenerational workplace in England. The study is qualitative, involving semi-structured interviews that were audio-recorded, transcribed and analysed using thematic analysis. Findings: This study found that whilst some younger employees valued working with older colleagues as they believe that their differing characteristics are complementary, others felt that it leads to intergenerational conflict due to contrasting approaches towards work. Positive perceptions of older workers included their increased knowledge and experience, reliability and better social skills; however, ageism was also prevalent, such as the perception of older workers as resistant to change, slower at using technology and lacking the drive to progress. This study also provided evidence for the socioemotional selectivity and social identity theories. Research limitations/implications: This study has a small sample size and participants were only recruited from London. Practical implications: In order to create working environments that are conducive to the well-being of employees of all ages, organisations should place an emphasis on reducing intergenerational tension. This could be achieved by team building sessions that provide an opportunity for individuals to understand generational differences. Originality/value: There is minimal evidence from the UK focussing on the perceptions of specifically younger workers towards older colleagues and the basis of their attitudes. Only by gaining an insight into their attitudes and the reasoning behind them, can efforts be made to decrease ageism. (Publisher abstract)
Does age matter in the social care workforce?
- Authors:
- LIPMAN Valerie, MANTHORPE Jill, HARRIS Jess
- Journal article citation:
- Journal of Long-Term Care, September 2018, pp.1-11. Online only
- Publisher:
- King's College London
- Place of publication:
- London
Context: With the population in England ageing, more people are living with complex physical and mental health needs and need care and support. As a result demand for care workers is increasing. Objective: This paper presents findings from qualitative research in England that aimed to explore the perspectives of frontline care workers, their managers and service users about what difference the age of the care workforce potentially makes at an individual, organisational or workforce level. Method: Interviews, semi-structured and face to face, in four local authority sites in England. Findings: Age plays a role in the perceived character of the care workforce. A commonly-held view is that life experience is one of the most valuable qualities a care worker brings to their role. While experience is generally valued, it may be framed as experience in care work, or more generally as life experience. Younger care workers may be often seen by older colleagues and service users as less reliable until they prove themselves. However, managers often identify enthusiasm and ability to accommodate change among younger care staff. Managers are interested in having an ‘age mix’ of staff beyond retention and sustainability issues. Limitations: The authors acknowledge the risk that the interview data may not be generalisable or totally representative of staff or care users; the study did not include directly employed care workers nor collect health-related information or personal narratives. Those employers who agreed to participate may be more committed to workforce development and value their staff. Nonetheless data are sector-wide and there are sizeable numbers of participants. Moreover, the views of users of social care and family carers are also included. Implications: The article provides views from a range of stakeholders in social care on whether age matters in this workforce. Instances of age discrimination or stereotypes affecting different ages were reported but also the opportunities in social care work for people to work in later life and to move to this work after other work or family experiences. The age of the social care workforce needs to be considered as part of workforce planning, tailoring skills development and value-based work commitment among all age groups, reducing physical demands, and providing flexible working conditions. (Edited publisher abstract)
Provider-led pathways to work: net impacts on employment and benefits: working paper
- Authors:
- KNIGHT Genevieve, et al
- Publisher:
- Great Britain. Department for Work and Pensions
- Publication year:
- 2013
- Pagination:
- 99p.
- Place of publication:
- London
The main objective of this impact study was to assess whether Provider Led Pathways helped more incapacity benefits customers move into work or leave benefit than would have done otherwise. The impact analysis was conducted using administrative data (Incapacity Benefits claims and HMRC employment records) and data collected from two large scale telephone surveys with 2007 and 2008 incapacity benefit claimants living in Provider Led Pathways areas and in matched comparison areas which did not have the Provider Led Pathways to provide the counterfactual of not participating in this programme. On average, interviews were conducted 14 months after the claim for benefits. Findings revealed that in Provider Led Pathways lowered the proportion of benefits claimants by two percentage points; there was no conclusive evidence of a Provider Led Pathways impact on employment, but there was some evidence that Provider Led Pathways raised employment, and it was estimated to raise HMRC employment by one percentage point; Provider Led Pathways had a statistically significant impact for men, but not for women, and for those who were less than 50 years old, but not for those aged 50 years and over; and for those with mental health conditions and those with other health conditions, the Provider Led Pathways raised the proportion off benefit by two percentage points.
Benefits after the Act: the future of means-tested benefits after the Welfare Reform Act 2012
- Author:
- MORGAN Gareth
- Publisher:
- Ferrett Information Systems
- Publication year:
- 2012
- Pagination:
- 101p.
- Place of publication:
- Cardiff
After the UK government published the Welfare Reform Bill 2011, and a contentious passage through both houses, Royal Assent was given in March 2011. The changes are almost entirely cost savings, and are substantial in scale. There is now a clear picture of the redesign of social security that the government is introducing. Draft regulations have been published which highlight some of the future systems of means-testing benefits which will be introduced over the coming years. Although lacking in some details, the main structure is now set. This report presents some of the human impacts the changes will have. It explores, among other thing, the effects of the Bill on: benefits and text credits; pensioner benefits; child tax credits; over fifties returning to work; housing benefits; council tax benefits; and disability allowance.
Helping the poorest help themselves? Encouraging employment past 65 in England and the USA
- Author:
- LAIN David
- Journal article citation:
- Journal of Social Policy, 40(3), July 2011, pp.493-512.
- Publisher:
- Cambridge University Press
- Place of publication:
- Cambridge
In the context of population ageing and low retirement incomes, the UK government has increasingly sought to encourage people to work longer. However, the OECD has argued that UK means-tested benefits, that are lost as a result of working, mean that delaying retirement is a less attractive option for the poorest. In addition, UK employees may have limited opportunity to delay retirement as line management decide whether individuals are allowed to work beyond the age of 65. In contrast, in the US, benefits are meagre and difficult to access and age discrimination legislation protects individuals from forced retirement. This paper examines whether adopting a US policy approach in the UK would increase employment of the poorest over 65s and enhance their financial position. The study uses data from the English Longitudinal Study of Ageing and the US Health and Retirement Study to examine how wealth influences employment and how this is mediated by differences in health and education. It suggests that extending UK age discrimination legislation and restricting benefits would increase overall employment past 65, although not necessarily to US levels. The poorest over 65s are more likely to work in the USA than in England, but employment amongst the poorest is still low, especially compared with wealthier groups. A US policy approach would most likely damage the financial position of the poorest in the UK, with increased employment not sufficiently compensating for lost benefits.
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’.