2. Journal of Vocational Education and Training 10th International Conference 5 th to 7 th July 2013 Worcester College, Oxford Age Management in Practice (AMaP): Improving access to VET/CVET for older workers across Europe Graham Smith, Project Manager University of Strathclyde

3. University of Strathclyde Centre for Lifelong Learning The Centre for Lifelong Learning exists to make University study accessible to adults locally, regionally and nationally. The Centre has long experience of providing courses designed especially for adults. It provides lifelong Learning opportunities by making University education and training available to people at all levels of achievement before, during and after their working life.  Community Engagement: daytime and evening classes for all ages and interests.  Knowledge Exchange: Continuing Professional Development, Post Graduate study, specialist courses and international programmes.

5. Unknown variables, uncertain future  The typical human response often observed when individuals face an unknown or changing situation  Dot on the horizon is an unknown phenomenon growing larger as it approaches  The two men stand fixed, not knowing who it is or what they should do  Finally, suspecting it may be a threat, they attempt to do something about it

6. Human response to uncertainty  Having identified the dot the two men try to relate it to their known world  Thought process is varied, but not clear which response is appropriate and resources for gathering data are limited  As the ‘dot’ gets closer new theories emerge, but the overwhelming sense of uncertainty increases  As the situation evolves, little time is left to develop or implement an effective solution  Panic sets in van der Heijden et al, 2002

7. Today’s population is living longer and healthier than previous generations and will continue to do so in the future However, Ageing is often portrayed negatively: ‘time bomb’ ‘rapidly ageing’ ‘burden on society’ Is it not good news??

8. Drivers of demographic change 1. Below replacement level fertility rates + 2. Increasing life expectancy / declining mortality rates + 3. Migration = Changing population structure and ageing population (Median age of individuals living and working in Europe is 40) Source: Joseph Rowntree Foundation, 2013

9. 1.They are part of a reducing number of young people 2.His mum was almost 32 when he was born 3.She has a 50% chance of living to 100 4.A strong possibility of moving away to study or work

10. 1. Low fertility rate Total fertility rate and replacement rate, Europe, 1960-2059 Source: European Commission, 2012 Ageing Report

11. 1. Low fertility rate Total fertility rate and replacement rate, EU27, 2010 - 2060 Source: European Commission, 2012 Ageing Report

12. 2. Increasing life expectancy Projection of Life Expectancy at Birth, Men in EUROPOP2010, years Source: European Commission, 2012 Ageing Report

13. 2. Increasing life expectancy Projection of Life Expectancy at Birth, Women in EUROPOP2010, years Source: European Commission, 2012 Ageing Report

14. 3. Migration Net Migration Flows in EU Countries, 2005 to 2009 EUROPOP2010 Source: European Commission, 2012 Ageing Report

15. And an ageing population Source: European Commission, 2012 Ageing Report

16. ?

17. Individual impact  Policy changes will dictate older adults work longer and later in life  Need to rethink retirement:“widespread confusion among employees” (Vickerstaff et al, 2004: 36)  Learning and skills development important for continual workforce participation  However, the importance of class and amount of initial education cannot be underestimated (McNair, 2012a)  Life transitions impact significantly on the ability and capacity for working in later life (Phillipson, 2002)

18. Impact on employers  An acknowledgement by employers that redundancy programmes “almost wholly targeted older workers” (Loretto and White, 2006)  TAEN/EFA survey (2009) of 198 HR professionals - 85% still had a Mandatory Retirement Age (MRA) - While many recognised disadvantages, there were also key benefits perceived: 80% felt MRA created space for young people in the business  Workforce ageing: 33.6% of public sector workers are aged 50+ (Loretto, 2011)  Perceptions mixed (Holywood et al, 2003) however anecdotal evidence that this is changing and related to industry sector – more research in this area required

19. Project background Source, Eurofound/Eurostat Labour Force Survey

20. Context Figure 3: (Generally) rising employment rates of older workers (55-59 and 60-64), 2000 – 2010 Source, Eurofound/Eurostat Labour Force Survey

21. Overall 1.Older adults are living and working longer than ever before 2.Older workers are fitter and healthier than ever before 3.Policy in all EU countries is focussed on increasing Statutory Pension Age 4.Participation in learning and development declines with age (Cedefop, 2013)

22. Key Deliverables ‘Products’ 1.Learning Model for older workers 2.Mapping System to help facilitate skill mapping against EQF 3.Evaluation report of questionnaire to employers 4.Development of an Age Management seminar for employers to share results of research and encourage better age management practices 5.Development of a ‘Talking Heads’ DVD with the views of key stakeholders on an ageing workforce and VET for older workers 6.Bi-annual Newsletter 7.Project website 8.Final Conference 9.Journal submission to Journal of Vocational Education & Training

23. Project overview Improving access to, and participation in, CVET for older workers 1. Learning Model 2. EQF Mapping 3. Employer Attitudes 4. Research 5. Stakeholder Engagement

24. 1. Learning Model Issues  Participation in learning declines with age – confidence and motivation, among others, are key factors  Lack of self-awareness of skills and skill-transferability often exists Solution  18-hour learning programme aimed at improving confidence and motivation for learning  Encourage reflective learning to form a foundation from which to build on  Introduction to VET and how it can be of value to older workers

25. 2. EQF Mapping Issues  Many older adults are unaware of European Qualifications Framework (EQF) or National Qualification Frameworks (NQFs)  Policy development in most countries on NQFs/EQF is framed around younger people Solutions  To help older adults understand where their skills sit on the EQF framework  In partnership with NQFs, influence policy development to ensure a more inclusive approach

26. AMaP Mapping System

27. 3. Employer Attitudes Issues  Attitudes towards older workers are mixed, depend on industry sector and are often inaccurate  Myths around older workers willingness to learn and develop in later life exist Solutions  Establish current attitudes toward older workers, in particular practice around personal development  Work with employers on developing age management practices and policies

28. 4. Research Issues  Ageing research has “only recently started to become the focus of attention for academics, policy analysts and social commentators.” (Hirsch, 2000: p2)  The body of knowledge which exists is comparatively small when considering other research areas  The profile of the older worker is changing compared with previous generations e.g. greater likelihood of formal education, healthier, living longer etc. Solutions  Add to a growing body of knowledge in an area identified by the European Commission as being critical to the success of the EU (2020 Strategy)  Build on project results and develop further areas for future project activity

29. 5. Stakeholder Engagement Issues  National: Wide variation in attitude to policy development across European regions with regards to demographic change and ageing workforce  European: While becoming more prominent in policy, work still required to keep the age agenda high profile with key bodies e.g. Cedefop Solutions  Integrate organisations such as Chambers of Commerce and NQFs into project  Influence Commission bodies such as Cedefop to continue examining the challenges of an ageing workforce

30. https://vimeo.com/69158420