This blog was contributed by Joanne Sawyer, Policy Adviser at Age UK
An ageing population, the end of forced retirement and a rising State Pension age, mean that there are now more older workers (those aged 50 or over) in the jobs market. This trend is projected to increase over the next decade – between 2012 and 2022 there will be an extra 3.7 million workers aged between 50 and State Pension age. Alongside this, given population changes, there will be fewer younger people entering work. Employers and recruiters consequently need to embrace the ageing demographic of the workforce.
Working life for the over 50s
However, although the overall increase in employment rates among older workers is welcome, it does not tell the full story of working life for the over 50s. Perceptions and stereotypes of older workers – usually negative – are still firmly held, and challenging these is vital for individuals, employers and society. They affect the way that older workers are treated when in work (e.g. in accessing training or promotion opportunities) and when out of work (e.g. long-term unemployment is a particular problem for the over 50s, with 44% of those who are unemployed having been out of work for over a year, compared to 32.0% for all 16-64 year olds). Ensuring that older workers are not forced out of the labour market, and providing appropriate support to those who find themselves unemployed, remains crucial if we are to avoid storing up social problems for the future.
A Best Practice Guide for Recruiters
Age UK believes that it is in everyone’s interests for people to be able to remain in work for as long as they desire and are capable of doing so, and that no-one should be disadvantaged because of their age. This is why we have partnered with the Recruitment and Employment Confederation to produce a best practice guide for recruiters.
- Understand the benefits of recruiting older workers and promote the business case for employing this age group to clients.
- Look beyond the stereotypes.
- Provide information, advice and training to recruitment staff to help them understand and overcome the barriers faced by older jobseekers.
- Be mindful of the language used in job adverts.
- Seek to use a diverse range of platforms to advertise jobs.
- Designate an internal advocate for older people.
- Forge links wherever possible with welfare-to-work providers and Jobcentre Plus.
We call on all recruiters and employers to look beyond an individual’s age and make best use of the available skills and expertise of all workers.
Read the best practice guide for recruiters
Read consumer advice about employment on the Age UK website
Posted in Business, Employment, Work and Learning
Tagged A Best Practice Guide for Recruiters Age UK, A Best Practice Guide for Recruiters Age UK and REC, Age Opportunity A Best Practice Guide for Recruiters, Age UK, Age UK blog, Ageing, ageing population, ageing society, older jobseekers, older people, older people employment, older worker, older workers Age UK, older workers seeking employment, Recruitment, Recruitment and Employment Confederation
This blog was contributed by Seema Jain, a Designer and Research Associate with Engage Business Network, Age UK. She is working on a Knowledge Transfer Partnership between Brunel University and Age UK.
In a recent visit to a London airport, we were shown how accessibility measures have been improved, ahead of the London Olympics, in an attempt to meet the needs of those passengers with reduced mobility. Although it is crucial to consider the needs of these passengers, many of whom are older travellers, it has brought to light the need to include the needs of older passengers specifically.
Certainly not all older passengers would consider themselves as a passenger with reduced mobility, but some may still require assistance with the complex and sometimes tiring task of travelling by air. The following suggestions aim to consider the needs of passengers who do need assistance and in doing so provide useful recommendations for passengers of all ages.
Five key recommendations for airports:
- It would be beneficial for airports to provide paper maps of the layout of their terminals, highlighting the key services such as toilets (and accessible toilets), food outlets, accessible seating areas, information desks and passenger assistance points so that those passengers who require assistance upon entering the airport can locate these services quickly. The airport could even go one step further to provide this information as an app which is contextual (i.e. provide the airport layout depending on where the passenger is located). Airport layout maps can be a tool utilised by all passengers, especially those who are unfamiliar with the airport.
- Airports and airlines should attempt to steer away from using the term ‘Special Assistance’ as this could be taken to mean that those passengers who require assistance are ‘out of the ordinary’. Instead passengers should be able to take advantage of a service which provides a seamless experience and without highlighting their need for ‘special’ help. For example, an alternative name such as ‘Extra Assistance’ may be better suited and would still highlight the availability of accessibility services in airports.
Posted in Business, Consumers, General
Tagged #inclusivedesign, accessibility, Age UK, Age UK blog, Ageing, ageing society, airports, Engage Business Network, inclusive design, mobility, older people, travel