Older vs younger workers: to what degree is it irrelevant?

I was interviewed on BBC Radio Sussex last week talking about why employers should hire older workers. The piece had originally intended to focus on why they should hire older workers rather than younger workers but fortunately, in the event, they steered clear of that aspect and took a more general approach.

Much as I’m happy to comment on issues relating to the over 50s and older workers, I loathe the polarisation of young vs old that the media seem determined to pursue. Intergenerational warfare is definitely something we can do without and, I believe, isn’t an approach that reflects the views of the majority of people – old or young.

In preparation for the interview I had a quick look round for any new evidence underpinning the case for employing older workers and, fortuitously, came across an article published the previous day in the US focusing on a new survey which had been carried out by the recruitment agency Adecco.

Apparently in their study of 500 hiring managers, 91 per cent associated mature workers with reliability and 88 per cent associated them with professionalism. Older workers were also seen as having better communication skills (especially written) than those born between 1981 and 2000.

On the other hand, 74 per cent of hiring managers said that younger workers are more creative, better networkers and have more technological know-how.

So – the same old perceptions persist, demonstrating strengths and weaknesses for both groups. The danger lies however, as I pointed out in the interview, in applying group stereotypes to a situation where the skills and strengths of individuals are being assessed.

But, in reality, is it a better policy to stress to employers that they should try and achieve a balance of attributes in their workforce (e.g. professionalism and creativity) by hiring both young and old while acknowledging that neither generation has exclusive ownership, or to ignore the existence of these generational stereotypes entirely? Any views?

To see the article go to: http://www.dailycomet.com/article/20121004/WIRE/121009827?Title=Lesson-from-surveys-help-all-looking-for-jobs

Understanding the bigger picture on employability

One of the biggest responsibilities older people must surely have is trying to ensure that those who come behind us learn from our mistakes and benefit from the insights we’ve gained through having lived a greater number of years. While intergenerational conflict is a current flavour of the month for rationalising challenges and apportioning blame (“those old people stole our future – they don’t care about us”), in fact most older people are hardwired to care for and advise those coming up behind them, if only their own children.

A recent US article on the fastest dying jobs of this generation and those that have replaced them reminded me of the duty we have, more than ever before, to remind younger people of the inherent fragility and transience of employment. While as a nation we have embraced the aim of a university education for all, we have at the same time seemingly raised expectations for a comfortable and ongoing career for those who graduate based on the old notions of “careers for life” that no longer exist.

Although it is easy to see from the list in this article (and there’s plenty of other similar data around relating to the UK situation) that the major swing has been from manual to white collar occupations, the change goes much deeper than that. What the charts underline is that, today, no one can afford simply to secure a job and work hard in the expectation that this approach will earn them a right to employment for life.

Our current situation has been evolving for decades yet as a society we seem to have been slow to learn. The mismatch between what the workplace wants and what prospective employees have to offer seems to have increased. Despite high unemployment, employers report skills shortages – while economists, demographers and others predict that as older people retire, the situation will become even more dire. But, as we know, unemployed older people can’t get jobs either; a situation undoubtedly caused at one level by ageism but, for some, especially those who have worked in dying industries, a lack of sufficient “transferable skills”.

As working lives will now become ever longer we have a duty to stress to those coming up behind us to be vigilant about the nature of what constitutes “work” and “employability” throughout their career. It not feasible at an individual level to wait until the curtain comes down on a particular industry, job type, or even employer before focusing on “what next”.

Employability has now become an individual responsibility and to remain in work throughout life many of those just starting out may need to change direction and re-train several times. There’s nothing particularly threatening or onerous about that if we take it as the norm. Many older people now are starting to realise that if they want to continue to work into older age they will have to adopt this approach. It’s a challenge but it can be done. For many the biggest hurdle is getting over the mental barrier of “I’m over 60, what’s the point?”

Yet, with increased longevity a career change at 60 could result in 10-20 more productive and rewarding years. Of course, there’s a lot to consider concerning type and amount of work and motivation for taking on the challenge – and of course, overcoming the ageism barrier.  But, if old dogs can learn new tricks, then it demonstrates that career change is possible, making it even more acceptable and feasible for younger people to consider similar changes throughout their career.

To ensure more successful working lives we have to start making real changes somewhere. Let it start with us.

http://www.theatlantic.com/business/archive/2012/05/the-fastest-dying-jobs-of-this-generation-and-what-replaced-them/257154/

The European Year of Active Ageing

In case you hadn’t yet noticed:-

“2012 is the (European Commission’s) European Year of Active Ageing and Solidarity between Generations. A chance for all of us to reflect on how Europeans are living longer and staying healthier than ever before  – and to realise the opportunities that represents.

Active ageing can give the baby-boom generation and tomorrow’s older adults the opportunity to:

     stay in the workforce and share their experience

     keep playing an active role in society

     live as healthy and fulfilling lives as possible.

It is also key to maintaining solidarity between generations in societies with rapidly increasing numbers of older people.”

This is how it is described on their website. For more see

http://europa.eu/ey2012/ey2012main.jsp?catId=971&langId=en

Last week, on 6 March, we attended the UK launch of this major initiative with many fine speakers and a TV link-up to the relevant EU Commissioner. Quite why the launch of “2012 as the year of” should take place in March I am not quite sure.

More from the website states:

“The challenge for politicians and stakeholders will be to improve opportunities for active ageing in general and for living independently, acting in areas as diverse as employment, health care, social services, adult learning, volunteering, housing, IT services or transport.

The European Year seeks to raise awareness of the issues and the best ways of dealing with them. But most of all it seeks to encourage all policymakers and stakeholders to set themselves goals and take action to meet them. 2012 should go beyond debating; it should start bringing tangible results.”

Unfortunately, a few things stand out.

There were very few politicians, policymakers or employers, as major stakeholders, in attendance. Furthermore, a number of the speakers complained of “pilotitis” or “projectitis” a phenomenon whereby things are started while money and enthusiasm exist, then fall by the wayside until they are eventually re-invented sometime later. And, the continuing problem of lack of clarity about the needs of different groups of older people was once again apparent. Without revisiting old ground, 50 year-olds are different to 80 year-olds!

Obviously it is early days in the year, well early-ish, so maybe more will emerge.

If you wish to “get involved” or would like to suggest appropriate initiatives, do check out their website.

Older workers – needed soon?

Are employers in danger of throwing out the baby (boomers) with the bathwater?

A recent (2010) report from Civic Ventures (which I’ve only just come across) seems to suggest that they may be. The report, “After the Recovery: Help Needed – The Coming Labor Shortage and How People in Encore Careers Can Help Solve It” suggests that in a comparatively short period of time employers will be having to consider how to make work attractive to older people in order to overcome skills shortages.

Its core premise is that by 2018, with no change in current labor force participation rates or immigration rates and an expected return to healthy economic growth, the US will have more jobs than people to fill them.

The report states, “In the current economy, there are so many unemployed people that younger workers seem to be competing with older workers for available jobs. If the economy recovers, as employment projections predict it will, this competition will all but disappear. Instead of workers jockeying for jobs… we may find that employers are forced to find ways to enhance their jobs to attract older workers to fill them.”

It continues: “Not only will there be jobs for these experienced workers to fill, but the nation will absolutely need older workers to step up and take them – to assure continued economic growth and to provide the critical social and government services on which we all depend.”

The report makes interesting reading in that if its predictions are realised, those in their fifties and early sixties who are currently being cast aside soon may be being courted back into work. Of course, this scenario is underpinned by lots of ifs and buts – not least of which is how quickly there will be an economic recovery and how closely the UK will follow the US model.

But, at the very least, it reminds us of the underlying reality of demographically driven skills shortages – all too easy to forget in these economically difficult times.

Access the report at: http://www.encore.org/files/research/JobsBluestonePaper3-5-10.pdf

 

 

Older learners – a new source of revenue for UK universities?

If it is to be believed that where the US goes, the UK will follow, academic governors ought to be paying heed to a recent article published in the US.

It suggests that many retirees are settling in towns that boast major universities. One survey of people 55 to 75 years of age found that more than half had a favourable view of retiring to a university town, and that in response a large number of campus communities have put out the welcome mat.

Retirees are attracted by the chance to take courses, find volunteer work at the universities, and enjoy the cultural activities that are part of the academic scene.

In the UK increasing numbers of older people are participating in the Open University and the University of the Third Age as well as enrolling in degree courses at mainstream universities. The question of the extent to which specific “third age” programmes should be designed for older people is open to debate but certainly a more positive drive to openly recruit more mature+ students could be a profitable move.

To see the full story:

http://www.middletownjournal.com/news/middletown-news/senior-citizens-attracted-to-campus-settings-1259893.html

“It’s great to be here, it’s great to be anywhere”

As I trawl through my inbox each day, it never ceases to amaze me what public relations firms and advertisers send me and how convoluted and tenuous are their arguments that the material to hand is just right for our over 50 audience. In fact, the range of items and activities is getting wider almost daily.

Which got me to thinking – maybe these items are, indeed, very suitable and the increase in variety is just a reflection of the societal changes taking place and how older people are viewing  themselves and are being viewed by others. And, on the whole, much is very positive.

Take this one for instance “Festival essentials – a packing checklist”.

Now, no one can deny that the over 50s have been going to festivals for decades and that there is still much fun to be had whether keeping fresh and up to date or whether wheeling out some of the greats from the past. But, in youth, optimism and taking things as they come were the order of the day – not meticulous preparation.

But therein lies the message. The over 50s have “been there, done that” and the wisdom that comes with experience means that we can have the good bits without the pitfalls and errors.

If only more of society could see that!

Inspiring achievements from older people

Here is a firmly established, inspirational idea from the USA that we could well do with importing into the UK. Any takers?

Civic Ventures has just announced the 2010 winners of its Purpose Prize. Five $100,000 and five $50,000 prizes will go to social entrepreneurs over 60 who, in their encore careers, are using their experience and passion to make an extraordinary impact on society’s biggest challenges. Now in its fifth year, the six-year, $17 million program is the nation’s only large-scale investment in social innovators in the second half of life.

Winners include:

• A woman who ended her plans for retirement when she realized neighbours needed help negotiating better mortgage terms in order to avoid foreclosure
• A long-time arbitrator for an international law firm who is working with Afghans to rebuild orchards and vineyards – and their economy
• A former housekeeper who became an activist – and a mayor-appointed commissioner – to fight port and other industrial pollution in her low-income neighbourhood
• A former owner of a tool-and-dye shop who returned to his native West Virginia for a peaceful retirement, only to find himself fighting a coal industry engaged in the destructive, disruptive practice of mountain top removal

“Purpose Prize winners are courageous, creative, passionate and strategic – all the qualities needed to make headway on some of our greatest challenges,” said Marc Freedman, CEO and founder of Civic Ventures and author of the upcoming book The Big Shift (April 2011, Public Affairs Books). “It is the combination of these qualities, their decades of experience, and the sheer size of the baby boomer population that make social innovators in their encore careers a promising and invaluable asset to society.”

The Purpose Prize, funded by The Atlantic Philanthropies and the John Templeton Foundation, is a program of Civic Ventures’ Encore Careers campaign (www.encore.org), which aims to engage millions of boomers in encore careers combining social impact, personal meaning and continued income in the second half of life.

Summaries of all winners, videos and photographs are online at www.encore.org/prize.
Civic Ventures is a national think tank on boomers, work and social purpose that introduced the concept of encore careers that combine purpose, passion and a paycheck.

RIP “Retirement RIP”?

On Tuesday night Jeremy Paxman hosted a BBC Newsnight programme “Retirement RIP” in which a panel of “experts” discussed various aspects of the current challenges our society faces around ageing – in particular, how to fund what is commonly known as “retirement”.  There were some good points made, although one suspects many fell on deaf ears.

Pensions expert Ros Altmann refuted the general approach of the programme which was that today’s retirees (Baby Boomers) are the last generation to be retiring on fabulous pensions.  This point was used to fuel an increasingly prevalent (but dangerous) debate about generational rights. In fact, the opposite is true: three-quarters of us retiring today apparently do not expect to be able to enjoy a traditional retirement for the simple reason that we won’t be able to afford it.

Ms Altmann also pointed out the very salient fact that although most older people either need or want to keep working, the majority would prefer to do so flexibly – ideally part-time.

Outside of this there were strange aspects to what could have been a more focused and powerful programme.  Whilst there was plenty of discussion about lack of pensions, no one mentioned the fact that as a savings vehicle pensions have been largely discredited and are now distrusted by many people of all ages. In a newsclip which interviewed three younger people about saving for the future, all mentioned putting away money in ISAs.

Will Hutton, head of the Work Foundation, mentioned that at 60 he felt he only had 10 years of productive life left ahead of him which was a very odd comment.  A tea dance for older people was used as a forum for discussing the needs and attitudes of “older people” as though this particular group exemplified how life is and what being older looks like for all over 50s.  And, (you could have put money on it) B&Q was used to exemplify initiatives around employing the over 50s.

Paxman distanced himself from the whole issue – it was definitely the case, as it often is with powerful people talking about age, that it was all about “them”, not me.

Whilst it is good news  that discussion about ageing is becoming more mainstream  we have now reached the stage where more meaningful and detailed exploration of the issues is required. Stirring up intergenerational conflict is not helpful, and bearing in mind that most older people have children, and most younger people have parents and even grandparents, this animosity is rarely replicated at a personal level. 

We need to start being more specific when using terms such as “retirement” and “older people” when today, the terms embrace such a wide range of different scenarios. We need to do more to overcome the social expectation (which to be fair the programme did acknowledge) that today, 50 or 60 is old, and therefore our behaviour, attitudes and expectations should be shifting from those of independence and strength to dependency and decline. More input is required to reinforce and present positive role models of what it really means to be over 50 today.

To view the programme (while you can) and draw your own conclusions click below:

http://www.bbc.co.uk/programmes/b00tpsy4

Where’s the Platinum Power?

I’ve been musing recently on the current attitude of the political parties to the “grey vote”. My conclusion is that, at best, they’re lukewarm. They’ve made some noises about abolishing or shifting the default retirement age and are talking about how to fund care costs for the elderly. That’s about it.

You sense that they wouldn’t do either if the over 50s didn’t represent such a large and comparatively active group of voters. After all, age isn’t sexy and it turns off younger people. And older people can be so awkward…

I’m rather a fan of New Zealand’s Grey Power movement, a voluntary organization founded some 20 years ago by a group of angry older people protesting against the imposition of surcharge on New Zealand Superannuation. Since then they have campaigned effectively on a number of fronts to make the voice of older people heard.

Grey Power’s stated Aims and Objectives are: 

1. To advance, support and protect the welfare and well being of older people.
2. To affirm and protect that statutory right of every New Zealand resident, to a sufficient New Zealand Superannuation entitlement.
3. To strive for a provision of a quality Health Care to all New Zealand residents regardless of income and location.
4. To oppose all discriminatory and disadvantageous legislation affecting rights, security and dignity.
5. To be non-aligned with any political party, and to present a strong united lobby to all Parliament and statutory Bodies on matters affecting New Zealanders.
6. To promote and establish links with kindred organizations.
7. To promote recognition of the wide-ranging services provided by senior citizens of New Zealand.
8. To gain recognition as an appropriate voice for all older New Zealanders.

http://www.greypower.co.nz/

So why isn’t there something similar in the UK? Should there be?

One of the problems here is that older people don’t see themselves as part of a cohesive group, even though policy makers and the media are very happy to lump us all together as “over 50s” or “pensioners”.

On top of this, various sub-groups of older people seem to have difficulty recognising and empathising with the situation of others. For example, many wealthy older people with good pensions (including the many employers who fit this description) don’t recognise the need for other older people to work longer. Those who are long-term benefit claimants don’t recognise the need for an economic climate in which older people can more easily start and sustain businesses and help themselves in other ways.

Another reason is that those in power who are over 50 themselves talk about “them” instead of “us” as though we are a wretched and pitiful group of no-hopers that no one would want to be associated with if it could be avoided. The Lady Bountiful approach is alive and well.

It would be good if we had an equivalent of a Grey Power group here that could cut through the self-serving twaddle that currently passes for politics and actually get something positive done. But I wouldn’t want to see it called anything Grey. That’s a bland, uninspiring image; we should aim for Platinum at the very least.

They could get off to a good start by lobbying for people to differentiate between the needs and wants of the 50-70ish group and the needs of the truly elderly. The two are a million miles apart, but our current political representatives seem unable to grasp the fact.

 

How much? For how long?

More fuel to counter the recent boomer-bashing articles which accuse the over 50s of lolling about in money heaven while younger generations burn…

The Children’s Mutual, a leading Child Trust Fund provider, has revealed that millions of parents in Britain are being forced to postpone their retirement to meet the rapidly rising financial burden of supporting their adult children.

Their research found that 79% of parents claim their ability to save for their retirement has been impacted by the unplanned financial support needed by their offspring – with a third of those (32%) suggesting it has been significant.

As a result, 57% of parents of 18 to 30 year olds say they have no choice but to retire later – with 43% expecting to work up to five years longer than they wanted because of the cost of their ‘adult’ children.

The news is worse for 9.3% of parents who believe they will now be forced to work over a decade longer with some abandoning the dream of retiring altogether.

Initially, 75% of parents planned to retire before they reached 65; now 40% have accepted the fact that they will not retire before the ‘official’ retirement age.

Not all milk and honey then.  And yes, despite accusations to the contrary, it appears that the over 50s do have a strong sense of responsibility.

Start the ball rolling

New Year is a time for reflection. In this instance, wondering how much progress will be made in respect of an improvement in the position of older workers in 2010 and onward through the next decade. Hopefully progress will be made, but undoubtedly it will be slow. This being the case it’s essential that older workers themselves take a more proactive role in furthering their cause.

There’s a saying that “If you keep on doing what you always do, you’ll keep on getting what you always get” – and it can be both proved and disproved in respect of older employees. On the one hand if you just keep performing in the same way as you age, in effect showing that you’re inflexible and stuck in a rut, that’s what will be reflected consistently in the feedback you get. On the other hand, if what you always got were promotion, respect and a front-line position, this is now unlikely to be the case even though you feel you still do what you always did. Either way, it’s not a good position to be in.

The underlying message is clear. What we all must do as we age is make a conscious effort to learn, develop, change and demonstrate our adaptability and flexibility. We are not “owed” anything in the workplace and if we are to be valued in the way we would like then it is down to us – individually – to prove that we deserve an equal position. Amongst the numerous benefits of ageing is that it bestows upon us greater wisdom, patience, resilience, and for many, innovation. By incorporating these qualities into “what we always do” on a daily basis we can take meaningful steps to helping improve both our own situation and the image of older workers as a whole. The time to start is now.

A not quite so perfect approach

Must be time to stop banging on about this topic but, every time you think you’ve seen the worst, someone else pops up with an even more irritating idea. This time the red rag is being waved by The Future Perfect Company which creates products for the over-50s market. Apparently they’ve decided to run a design competition with the University of Brighton that it hopes will throw up ideas that appeal to the baby-boom generation.

Staff and students at the university’s Faculty of Arts and Architecture and School of Environment and Technology are being invited to submit attractive designs that address one or more challenges associated with ageing such as short-term memory loss, failing eyesight and hearing, and problems with manual dexterity.

Future Perfect’s owner criticises the ‘uninspiring’ retail design of mobility shops, and observes that products for older people are ‘usually dull and clinical with very little emphasis on attractive design, making them “necessary evils” that highlight disability rather than aid and promote ability’.

Once again this raises the question “which older people is she referring to?” Very few of the baby-boom generation (around 50 to 70) visit mobility shops (unless on behalf of ageing parents) or suffer from the ailments described.  Had this been a competition for products for the elderly, all well and good. As it is, this shows a remarkable lack of insight into the market.