The Ready for Ageing Alliance – a new charity sector coalition

We note and welcome a new coalition, The Ready for Ageing Alliance, formed to increase the pressure on Government and all political parties to face up to the major changes and challenges from our rapidly ageing society.

Like other commentators we wish it every good fortune but we have reservations. Some of those reservations have been adequately expressed elsewhere and we link you below to Dick Stroud’s excellent blog 50-Plus Marketing on the subject.

http://20plus30.blogspot.co.uk/2013/04/ready-for-ageing-alliance-will-it-make.html

We have long been asking for some statesmanlike approach to the subject of growing older but have seen very little so far. Indeed only this week we have seen major press coverage devoted to the exceedingly trivial issue of who should or should not receive free bus passes and TV licences. This does no credit to the media nor to the politicians involved but does highlight the very poor level of debate currently taking place.

Although the participating bodies in this new alliance are all much esteemed they do, in my opinion, have a fatal weakness – they are mainly concerned with today’s existing old, not tomorrow’s. As such they do not feature all that highly in most people’s consciousness.

The real way to get people involved in ageing issues is to make today’s young realise that this is coming for them, like it or not, and any change now will be for their benefit. And if they want improvement they must take personal and collective responsibility for their futures. Therefore, I would argue for a somewhat different mix of pressure groups to extend the sphere of influence.

The power of the ballot box

Sometimes it is very easy to think that we are the only nation in the world suffering from the various dilemmas now confronting us, in terms of, for example; economic woes, an ageing population, pension and care costs, youth unemployment, obesity, drinking problems and healthy living in general. And this list is by no means exhaustive.

But these issues are global, affecting just about every developed nation and many lesser developed nations as well. And the ways in which other countries are attempting to grapple with the situation are as many and varied as there are nations. We should, therefore, look elsewhere and see whether we like the way things are going and whether they provide a good blueprint for us here.

One particularly pernicious avenue of discussion here, both in the media and amongst politicians (notably of the “two brain” variety), is to set “the young” versus “the old”, as though one camp can only gain if the other camp loses. This is no way to solve such problems, especially if it leads to the actual polarisation of society.

The following extract is taken from a recent report from DutchNews.nl concerning the political situation in Holland:

“Fears that pensioners are being hard hit by the government’s austerity measures continue to boost support for the 50Plus party, according to a new opinion poll.

The TNS-Nipo poll says the fledgling party would win 24 seats in the 150-seat parliament if there were a general election tomorrow. That would make it the second biggest party in parliament, behind the VVD Liberals on 28. The party debuted in parliament at the September general election and has two seats.

The Labour party (PvdA), which currently partners the VVD in the coalition government, would be third with 23. The Labour leader caused a stir earlier this week when he said the over-50s are the richest group in the country.

The TNS-Nipo poll puts the Socialists in fourth place on 19 seats and the anti-immigration PVV fifth with 16.”

Despite an attempt a few years ago to set up an “older persons” party in the UK (which appears to have sunk without trace) we must hope that British democracy is better than this. Just look above at who came fifth in the poll, only a few seats behind!

Employing Older Workers

A new publication from the DWP (February 2013) seems well worth highlighting. Although it says nothing new (if you already have a rudimentary awareness of the issues), it does provide a concise and accessible summary for employers of the benefits of employing older workers and what to take into account.

If nothing else it’s good to see that the DWP hasn’t entirely abandoned the issue now that the legislation has been introduced and the topic is no longer ‘flavour of the month’.

The guidance is drawn from employers who report clear business benefits from effectively managing an ageing multi-generational workforce. It provides answers to employer questions and offers non-bureaucratic solutions tried and tested by employers of various sectors and sizes.

It also addresses misconceptions about employing older workers concerning productivity, up-skilling, health and ‘blocking’ opportunities for younger workers.

It’s called Employing Older Workers:  An employer’s guide to today’s multi-generational workforce and is available at http://www.dwp.gov.uk/docs/employing-older-workers.pdf

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

Never forget your dreams

I was attracted by the headline of this article on the BBC website: Young workers: ‘Never forget your dreams’.  It seems to sum up what we should be saying to older workers too as we/they wrestle with issues regarding how to remain employed – and for how long, what sort of work to do, and how to design a meaningful and rewarding retirement.

Clicking through to the article, a glance at the subheadings showed that there really isn’t much that’s different between the advice it gives to those just starting out and what I’d be saying to an older person, e.g.’Don’t get discouraged by failure and keep trying’, ‘Have the courage to stand out, and stand up for yourself’, ‘Find a strategy that emphasises how interesting and unique your background is’.

So are the challenges faced by older and younger job seekers essentially very similar – what are your views?

To access the BBC article go to:

http://www.bbc.co.uk/news/business-19464117

 

How to make an older worker an ideal worker

A recent blog from the Sloan Center on Aging & Work at Boston College raises some interesting questions about what employers take into account when they consider an “ideal worker” and how this conflicts with the career ambitions of many older employees.

One wonders what it will take, bearing in mind current levels of unemployment and the likelihood of prolonged recession, for employers to stop pursuing the current full-time, presentee, long-hours model of employment. Surely it’s time to take on board that those who work in ways that best suit their own situation and motivation – whatever their age – will be those who perform  at the highest levels and are the most engaged, productive and loyal?

Yet again, the ‘one size fits all’ model fails most people. These issues aren’t about age or gender but about lifestage, ability and circumstances. The more employers start to address these, the more that ‘diversity’ issues – particularly the problems of an ageing workforce – will start to recede. 

http://agingandwork.bc.edu/blog/the-ideal-worker-vs-the-older-worker/?utm_source=Huong+blog15Matz-Costa_else_12-07-25&utm_campaign=blog15+email+ELSE&utm_medium=email

 

Do those who retire early live longer?

Should we aim to retire as early as we can or keep working for as long as possible if we want to live a long time? In addressing this question this article on the BBC news site busts some myths and shows how, if we read or hear something often enough, we will believe it is true.

The overwhelming message that emerges from this article is that there is no one single answer – for example some people get stressed by their work and would benefit from stopping whereas some go into decline and become stressed and despondent when they retire and have no work. Personality, personal circumstances (including finances), health, occupation, work environment and out-of-work relationships and interests must all be factored into the mix.

So let’s stop trying to provide a single answer for questions such as this, recognize yet again that you cannot lump all older people together, and satisfy ourselves with understanding that “It all depends…” 

http://www.bbc.co.uk/news/magazine-18952037

An absolute must-see for all employers

Viewing BBC1’s two-part programme ‘The town that never retired’ should be made compulsory for all employers and HR professionals. Shown last week as part of the BBC’s current series on ageing, When I’m 65, it brought into the spotlight many of the issues and stereotypes surrounding older and younger people in today’s workforce.

Episode one was an experiment in sending fifteen people in their seventies back into full time work in Preston. In episode two – and week two of the exercise – the pensioners who remained in the workforce (chosen by their employer based on their first week’s performance) faced competition from genuine young job seekers.

The core focus of the two programmes, facilitated by Margaret Mountford (age 60) and Nick Hewer  (age 68) of Apprentice fame, was the fact that in the future millions of people will have to work well into their seventies – although amongst these guinea pigs was a proportion who actively wanted to keep working also.

What emerged from this curate’s egg of part documentary/part reality show was a plethora of insight into many of the key issues including the role played by stereotyping, the importance of motivation in working longer, individual differences in physical ability and desire to keep working full-time, and the role of older people in younger work teams. The role of grandparents as carers also raised the question of who will take over their vital childminding role if they themselves are still at work?

Two messages were particularly clear: first, the importance of skills maintenance and updating for older workers as several of the older people performed less well than they might have done due to having been out of the workforce for a number of years and therefore not up to speed with either technology and/or current skills and standards. Second was our failure to instil sufficient work ethic and work-readiness into some of our younger people, therefore hampering their chances in the workplace.

Overall there were some interesting findings – some surprising, some not – and plenty to debate. We need to be addressing these issues and findings and having these debates in our society right now. Let’s hope these programmes, despite their rather lightweight nature, have helped inspire a few more people to take action.

If you missed these programmes you can still catch them on BBCiplayer

http://www.bbc.co.uk/programmes/p00tt325/episodes/player

 

The horrible truth about age, work and gender

According to a recent (June 2012) report from the Office for National Statistics (ONS) the numbers of those now working past state pension age has nearly doubled in past 20 years – from 753,000 in 1993 to 1.4 million in 2011. Of these, 39 per cent are men and 61 per cent are women.

They report, unsurprisingly, that over that time, the numbers were relatively stable until 2000 but rose quickly thereafter to a peak of 1.45 million in 2010.

So what are all these older workers doing?

Although a high proportion (32%) are self-employed (compared with just 13 per cent of those below that age) the remainder demonstrate shocking differences in terms of the types of work undertaken by men and women.

Around two-thirds of these men work in jobs classed as higher skilled such as property managers, marketing and sales directors, production managers and chief executives of organisations. That said, of all the jobs carried out by men, the two most common were farmers and taxi drivers.

On the other hand almost two-thirds of female older workers above state pension age (and remember there are a lot more of them) work in lower skilled jobs -  the most common job being cleaners, followed by administration assistants, care workers and retail assistants.

How does one interpret this? As reflecting the success of feminism or its abject failure?

http://www.ons.gov.uk/ons/rel/mro/news-release/working-past-state-pension-age-nearly-doubles-in-past-20-years/owlm0612.html

Midternships: a hands-on way to support and encourage older workers’ career change

I was interested to read on the US SHiFT website about their new pilot programme designed to help people at midlife gain hands-on work experience in a new career field. “Midternships” are the equivalent of internships for older workers. Through them,

• Workers at midlife gain on-the-job documented experience in a new career.
• Employers gain valuable temporary help from a qualified pool of experienced, motivated, and skilled workers.
• Once inside an organisation, Midterns may also become candidates for fulltime employment.

Of course this still doesn’t get round the issues associated with the fundamental acceptability of unpaid internships and the fact that older people may be less likely than younger individuals to be able to work for nothing (though this is debatable), combined with the potential loss of face that may accompany it.  

Also, according to SHiFT, “Currently, about two-thirds of our Midterns are working in non-profit organizations. Less than one-third work with for-profit companies.” So, some questions around that too along the lines of where does volunteering stop and midternship begin?

However, all issues aside, it’s good to see a new term for a new concept and a new way to help overcome the barriers of ageism and the difficulties older people face in making a career change in later life.  

Watch that space…?

http://www.shiftonline.org/Midternships.aspx?goback=%2Egmp_4306411%2Egde_4306411_member_102113776

Talking Point: Do you really know how to get the best out of your older workers?

As published on HRzone

Posted by Dianne Bown-Wilson, chief executive of in my prime in Managing people, Business lifestyle on Tue, 27/03/2012 – 15:43

Of all the things that we aspire to during our career, being an ‘older worker’ probably isn’t one of them.

Yet, as we age, this identity is thrust upon us and, with it, a range of stereotypes based on other people’s perceptions.

As a 56-year old manager recently pointed out: “Suddenly all that people seem to see is your grey hair, and their attitudes toward you start to change.”

But as studies have confirmed, individuals don’t primarily identify with being ‘older workers’ themselves, but rather as still being the person that they feel they have always been. No wonder that this situation can generate conflicting feelings about one’s position as an older person in today’s workplace.  

Herminia Ibarra, INSEAD professor of organizational behaviour and author of ‘Working Identity’ maintains that our identity at work is an amalgam of how we see ourselves in our professional role, what we convey about ourselves to others and, ultimately, how we live our working lives.

But for older workers facing change at a number of levels, this scenario may generate a variety of problems. For example, after many years in a given role, older employees may have an entrenched view of their work-related identity.  

They may also become defensive as they realise that their career has plateaued and become increasingly withdrawn as they perceive a future where working life is likely to just involve ‘more of the same’. But many identity issues for older workers also emanate from changes to the nature of their work.

Negative stereotypes

In his book ‘The Start-up of You’, LinkedIn co-founder, Reid Hoffman, says: “There used to be a long-term pact between employee and employer that guaranteed lifetime employment in exchange for lifetime loyalty; this pact has been replaced by a performance-based, short-term contract that’s perpetually up for renewal by both sides.”  

For many older people who started work in a time of jobs-for-life, dealing with today’s lack of security and uncertainty in career progression terms can be traumatic and challenging. At worst, they may feel short-changed; at best, uncertain of how to negotiate this unfamiliar terrain in order to continue to being successful.

The situation has only been made worse by phenomena such as globalisation and technology, which have fuelled demand for new skills, increased levels of flexibility and continuous learning.

As a result of all of this, older people can fear losing their status and expertise and start questioning their purpose and relevance, while wondering whether and for how long they can keep up the pace. These pressures can also lead to generally unspoken fears along the lines of ‘who am I these days?’ and ‘what do others expect from me?’

One of the issues is that stereotypes about older workers tend to be based on a range of either conscious or unconscious assumptions. These include the belief that they are resistant to change; are slower and less flexible; are reluctant to participate in training or re-training and resent younger managers or colleagues.

The majority of older workers can overcome these perceptions by virtue of their own continuing high performance, adaptability and resilience levels, however. But some do inevitably struggle with change and this scenario can lead to behaviours and attitudes that serve to reinforce negative stereotypes.

For example, older people may be fearful of losing their jobs and of being unable to find another one due to their age. They may also feel threatened by younger colleagues and afraid that they are starting to underperform.

Such fear and defensiveness can lead to individuals feeling resentful and aggrieved, but such feelings not only serve to entrench ageist perceptions but can also damage their own position.

Differing requirements

As a result, HR professionals and line managers who recognise this situation and appreciate the validity of such concerns should take steps to deal with them straight away in order to prevent them from becoming entrenched.

But dealing with older workers’ attitudes and behaviours effectively does entail understanding something of each individual’s personal circumstances. For instance, for many people, as both their children and parents age and grandchildren start to arrive, it is a time of great personal change and potential role conflict.

But the practical implications of supporting younger and older generations at the same time may generate new financial and emotional pressures. Retirement starts to loom, but it may be viewed more as a concern than something to be welcomed.

As for continuing to work, older employees have a range of different aspirations – some will want to continue progressing, for example, while others may want to slow down and put in fewer hours or take on less responsibility.

Some may want to change roles, careers, or even become self-employed but they may also lack the confidence to do so. Others might feel frustrated and marginalised on realising that they are perceived as ‘older’ and on feeling that they are being overlooked in terms of further development.

Still others may be bored and lack an interesting challenge, however, or they may be stressed, facing burn-out and lacking any kind of work/life balance.

Awareness of these and other concerns should ideally come naturally through ongoing informal communication at line manager level, where issues can be dealt with sensitively and appropriately.

Appropriate support

Pertinent responses might include discussing various options such as flexible working, particularly for those with caring responsibilities, or re-training/upskilling for those who need to be reassured of their continuing value.

Appraisals and performance management processes are likewise fundamental as a means of providing focused feedback and they should be used as a forum to set goals and future direction.

However, much can also be done on an informal basis. Mixed age teams, ‘buddying’ schemes and the involvement of older people in project work can both benefit the organisation and help older workers increase their comfort levels around change.

Mentoring and coaching programmes can likewise reinforce older people’s sense of value and assist them in exploring their changing identity.

Alongside such support, however, training around financial, life planning and work-life balance should be also provided for workers of all ages rather than just the usual ‘too little, too late’ pre-retirement programmes.

Health and wellness initiatives are likewise vital and should involve all generations in order to reinforce the message that older workers must be included and valued rather than simply maginalised.

Ultimately, supporting older workers effectively comes down to recognising that, although some are having to work longer purely for financial reasons, many find personal meaning in their employment and are committed to it.

“I am an engineer and a good one,” a 67-year old told me recently. “This is who I am and as long as I can deliver what they need, why does it matter how old I am?”

Dianne Bown-Wilson is chief executive of workplace age management and diversity consultancy, in my prime.

 

To see the article as published on HRzone click below – you will have to be registered and logged in.

http://www.hrzone.co.uk/topic/managing-people/talking-point-do-you-really-know-how-get-best-out-your-older-workers/119012

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.