working late showcase event slides
TRANSCRIPT
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strategies to enhanceproductive and healthy
environments for theolder workforce
Working Late Showcase Event
2008 WHRC awarded funding from NDAfor 4 year project on the older workforce
Showcase Event main findings,resources and materials
Research Participants Working Late Showcase Schedule
14:00 Talks and demonstrations
15:20 Coffee break and pedometer challenge
16:00 Pedometer challenge feedback
16:10 Talks and launch of Working Late videos
17.30 Drinks reception
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Working Late Showcase Event
Questions Step Counts/Pictures
#WorkingLate2013@WorkHealth
Question forms
Speak to the team
THE NEW DYNAMICS OFAGEING RESEARCH
PROGRAMME
The NDA is a multidisciplinary research collaboration to both
investigate the new dynamics of ageing and the various
influences shaping them; and to show how their consequences
can be managed to achieve the maximum benefits for older
people and society
ESRC, EPSRC, BBSRC, MRC, AHRC
Budget = 22 million
2005 2013 35 projects, 136 senior researchers, 42 post docs, 29 PhDs
128 others e.g. Advisory, partners, admin teams
THE NEW DYNAMICS OF AGEING
RESEARCH PROGRAMME
Working Late Dissemination Event, BT Centre, London, 12 March 2013
THE NEW DYNAMICS OF AGEING
RESEARCH PROGRAMME
PROGRAMME OBJECTIVES
Generate new knowledge: life course influences, changes and
increasing diversity in meaning and experience of ageing
To encourage and support the development of new multi- andinterdisciplinary perspectives on ageing
To encourage comparative research and provide new
opportunities for UK science to link with other countries
To support a new generation of multidisciplinary researchers
To provide a sound evidence base for policy, practice and
product development so that research contributes to well-
being and quality of life
Working Late Dissemination Event, BT Centre, London, 12 March 2013
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THE NEW DYNAMICS OF AGEING
RESEARCH PROGRAMME
1. Ageing Well Across the Life course
i) Active Ageingii) Autonomy and Independence
iii) Later Life Transitionsiv) The Oldest Old
2. Ageing and its Environments
i) Resources for Ageing
ii) Locality, Place and Participation
iii) The Built and Technological Environments
iv) The Global Dynamics of Ageing
RESEARCH THEMES
Working Late Dissemination Event, BT Centre, London, 12 March 2013
THE NEW DYNAMICS OF AGEING
RESEARCH PROGRAMME
Working Late Dissemination Event, BT Centre, London, 12 March 2013
www.newdynamics.group.shef.ac.uk
THE NEW DYNAMICS OF AGEING
RESEARCH PROGRAMME
Working Late Dissemination Event, BT Centre, London, 12 March 2013
strategies to enhance
productive and healthy
environments for theolder workforce
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The Working Late team
Collaborators
The Working Late Team
Disciplines:
psychologygerontologyoccupational healthbiology
ergonomicssociologyhealth economics
Ageing workforce
increasing age of the workforce 27% of workforce 50+ by 2020 a third will be 50+
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Ageing workforce
increasing pension age removal of default retirement age important to maintain health,
productivity and quality of working life
Work Ability Index (Ilmarinen)
18
5
10
15
20
25
30
35
40
45
50
18 22 26 30 34 38 42 46 50 54 58 62
WorkAbility
Age
Older and younger employees
19
Mon Tues Weds Thurs Fri
Older
Younger
Multi-generational working
broader range of skills opportunities for mentoring reduced staff turnover
improved staff morale
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Working Late: Aims
dynamics of later life working interventions to improve health
and workability
design solutions to improve thequality of working life
Working Late: User Engagement
Research presented to,
discussed with, andmodified by user groups
User engagement panels:older/retired workers
ESRC Older Persons Reference Group
Occupational health experts
Academics
Employers/Managers
HR personnel
Trade union representatives
Employment lawyers
Agency/Charity represe ntatives
Working Late: User Engagement Working Late: Later Life Working
work participation and recruitment impact of legislation work and family commitments
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Working Late: Journey to Work
travelling to and from work impact of family commitments information, support and technology required
Working Late: Occupational Health
current occupational health strategies workplace policies for promoting health informed health promotion interventions
Working Late: Health Interventions
new materials to engage andmotivate employees
implement and evaluate physicalactivity interventions
Working Late: Through Design
Explore the design needs of ageing workers:- equipment, tools and workspaces- job design and planning
Develop design models for aninclusive workplace
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OrganisingforWorkingLate:
Workplacedesignandwellbeing
fortheageingpopula9on
DrDianeGyiDrElaineYolandeGosling
ProfessorRogerHaslam
ProfessorAlistairGibb
Whoarewe?
DrDianeGyiReaderinHealthErgonomicsandDesign
LoughboroughDesignSchool
DrElaineYolandeGoslingResearchAssociate
LoughboroughDesignSchool
ProfessorRogerHaslamProfessorofErgonomics
LoughboroughDesignSchool
ProfessorAlistairGibbProfessorofConstrucFonEngineeringManagement
DepartmentofCivilandBuildingEngineering
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Webelievethat.
workplacedesignhasanimpactonhealth healthybehaviourscanbeencouragedthroughdesignatwork organisaFonscanlearnfromolderandexperiencedworkersaboutgood
design,healthyworkingandthereforehealthyageing
Ourresearch.
aimstoempowerandsupportworkerinvolvementindesigndecisionprocessesespeciallywhenWorkingLate
ledtoourresource,OWL(OrganiserforWorkingLate)andthephilosophyofOrganisingforWorkingLate
WorkingLatethroughdesign
non-sFgmaFsing
preventaFve
individualchoiceandcontrol
flexible
Design
sustainableaccessibleandintuiFve
desirable
personalised
adaptable
encouragesgoodhabits
Peopledesigningandadap9ngtheirworld
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Peopledesigningandadap9ngtheirworld Challengingenvironments:clearingakiln
Thinktank:justthejobtohelptheolder
handsstayinwork
BMWsetupatestproduc9onlinestaffedbyworkersagedover47
workerscameupwith70load-easingchanges,fromawoodenfloorthatdampenedpounding,tocushionedshoes,9ltedscreenswithbiggerleering,toolswithalowergrippingforce,height-adjustableworkbenches,workrota9onmid-shiU
produc9vityimprovementinoneyear
SundayTimes,February14,2010
Ourresearch.
Phase
1
(Dec2009)Ques9onnairesurveyofworkers
Triangula9oninterviews
71ques9onnaires
21organisa9ons
26interviewswithworkers
2 In-depthdatacollec9on
Co-developingsolu9ons
4collabora9ngorganisa9ons
Morethan130hoursofobserva9ons,
Ahalfdayinthelifeof 32workers
10co-designingfocusgroups
3 Resourcedevelopment Co-developmentofOWLwithpersonal
stories,images,audio,andvideo
4 Evalua9onandrefinementofOWL SoU-launchofOWLinNovember2012
5
(Mar2013)
Dataanalysis,reportwri9ng,
dissemina9on
Completed
Dissemina9onongoing
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Ourworkers
Temporarysiteofficeworkers
Maintenanceworkinconfinedspaces
Joineryusinghandtools
Manualhandlingfrombackofavan
Importantfindings
Highlevelsofmusculoskeletalsymptomswerereportedinthelowerback(50%),shoulders(35%)andneck(34%)
orlowerbacksymptoms31%aXributedthesedirectlytotheirworktasks Olderworkersdohaveconcernsaboutbeingfitforworkandabletodo
theirjob
Ageingandwork
Statement
p-value;under50sv
50andover
PosiFve
agreement
IfeelmyagehasmademelessphysicallyacFveatworkthanI
usedtobe
Yes(0.002) 50
IfeelmoreFrednowduetomyjobthanIdidwhenIwasyounger Yes(0.008) 50
Ifindlearningnewskills,andtechnologiesmoredifficultnowthan
whenIwasyounger
Yes(0.000) 50
MyproducFvityandcapacitytodomyjobhasdeclinedasIhave
gotolder
Yes(0.005) 50
IfeelthatIamnotascapableasIwaswhenIwasyoungerat
learningorretraining
Yes(0.000) 50
Importantfindings
Workerscanprovideusefulinputintodesignwhenthinkingaboutreducingphysicalstressonthebody
Workersmainlyfocusedonelementsoftheirjobposingahighrisktohealth
OWLwassuccessfullyusedtoencourageworkerstothinkaboutallaspectsoftheirhealthinrelaFontobothpoordesignandgooddesignatwork
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So,whatisOWLandhowcanwe
OrganiseforWorkingLate?
Peopleofallagesshouldbeencouragedtotakesomeresponsibilityforlookinga_ertheirbody@work
ItisimportanttotakeFmetothinkaboutworkplacedesignandhealthyageing
equipment@workcards body@workcards
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weather@workcards Talkingpoints
Thinkingaboutyourjobandhealthyworking
Whatchanges(ifany)haveyounoFcedasyouaregengolder? WhatsinglepieceofadvicewouldyoupassontoanewpersonjuststarFng
thisjob?
Whatarethegoodfeaturesinthedesignofthetoolsandequipmentyouuse?WhatcouldbebeXer?
Importantfindings
Over200designideaswerecapturedbytheresearchteamusingtheresourcetoolsinOWLtoacFvelyengagewithworkers
overhalfweredeemedaslow/nocostideas.
Wehopethatsomeoftheirpersonaldesignstoriesinspireyou
Trybeforeyoubuy
Itisreallyimportanttogetsomethingthatworkswellforyou.
Whatworksforonepersonmightnotbeforanotherperson,we
arealldifferent.
Trybeforeyoubuy,haveagowithdifferentpiecesofkit.For
instancehammers,comeindifferentweights,havedifferent
heads,sha@lengthsandthehandlescanbemadeofdifferent
materials.Test-driveitforadaybeforeyoudecide
Alan,age46,Joiner
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Planandplanagain
ItsnotalwayseasytoputintopracBcewhatyouretaught,
likecorrectli@ingpostures,asweo@enworkinconfinedspaces.
Wealwayshavetoplanourworkandaskwhatstheeasiest
waytodoit?
Wehavetocommunicatewitheachotherwhatwearedoing,
so,beforewestartweworkoutwhatwearealldoingandhow
wearegoingtogoaboutdoingit.Keepconstantlyassessing
yourworkpracBceandthinkingaboutthejob
Pete,age4,Engineer
Shindig
Youcanhurtyourshinsbykickingintoboxesstoredunderyour
desk.Theboxesalsodisturbyourposture.
Weneedproperstoragespaceweneedsomewherewecan
filethingsproperlyandputstuffaway
Amy,age55,Quan9tySurveyor
Insideandout
Always,wearyourglovesandoverallstoavoidgeKngscrapes
andcuts,althoughavoidingknocksandbruisesisharder.
Handlingheavymetalplatescanbeaskinorfingertrapissue
whenpickingupandcarryingweldinganuttothepoleto
manoeuvretheseplatesinplacecanhelppreventthis
Chris,age63,MaintenanceEngineer
Thankyouforlistening
Wearealldesigners!Wehavegoodideastomake
ourjobsbeer..
www.workinglate-owl.org
DianeGyi
*d.e.gyi@@lboro.ac.uk
(+44(0)1509223043
ElaineYolandeGosling
(+44(0)1509228816
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Loughborough Design School
Improving the journey to work
Colette NicolleMartin Maguire
Rachel Talbot
Becky Mallaband
Loughborough Design School
How might commuting affect an
older persons ability to continue
working?
Can older workers adapt their travel
to accommodate changing needs
and job circumstances?
What role should/could employersplay?
Journey to Work Research Questions
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Loughborough Design School
Questionnaire survey of workers 45-65 Focus group of stakeholders Telephone interviews with employees and employers Thematic Analysis describing a range of issues Prototyping of resource Design, development and evaluation of resource
Methods at a glanceImprovingthe
journeytowork
Prac8calsugges8onstohelpwithyourjourney
Loughborough Design School
Issues and strategies to overcomeproblems that people experience with
their journey to work
CostoffuelWhatcanyoudotoimproveyourjourneytowork?
Drivingstyle:Adoptamorefuelefficientdrivingstyle.orexampleavoidharsh
braking/acceleraFon,changegearat2000rpm,driveatalowerspeedoruseyour
carscruisecontrol.
Carshare: Explorecarsharingschemesandaskanycolleagueswholiveinthe
sameareaiftheywouldliketocarshare.
Differentwaysoftravelling: InvesFgatethelocalpublictransportservicesand
otherwaysyoucouldgettowork.
Cyclepartofthejourney: Youcoulddrivethefirsthalfofthejourneyandcycle
therest.
Downsizeyourcar: Considerswappingyourcarforasmaller,moreefficient
model,ahybridorelectriccarorevenbuyingamotorbike!
Workfewerdays: Condenseyourcontractedhourssothatyouworkfewerdaysbutforlongerhours.
Workingfromhome couldalsohelp.VisitthefurtherinformaFonpagesformoredetails.
STAYOVERNEAR
WORK
Istayoveralotof
Bmes.IfImworking
latethenIstayover
inthehotelthencarry
onthenextmorning.
DOWNSIZEYOURCAR
IthoughtifIwantto
workwhereIwanttoworkthenIhavetocut
downthecostssoI
boughtasmallercar
withasmallerengineto
keepthecostsdown.
sefullinks:
Findthecheapestfuel:www.petrolprices.com
i
i
Index5
i
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Loughborough Design School
Ways of avoiding busy public
transport routes
Instead of changing buses for the lastmile and a half, I walk. In the past,
buses have driven past
me because they are too full.
Also walking is quicker
Loughborough Design School
What are the options
for someone who finds
cycling tiring?
I have considered getting a small
moped or something like that. When you
get older, you don't want to be cycling
40 miles a week, so I
might want to ease up on thata bit
Loughborough Design School
Balancing home and work life
This might sound like Im a bit of a
technophobe, but I dont have a
computer at home. I like to have a huge
distinction between my
home life and my work life and Idont want the two to overlap
Loughborough Design School
While a quarter of the sample reported travel issues (eg cost, stress,
health, fatigue, time), the likelihood of an employee reporting problems
with their journey to work does not necessarily increase with age
Where a younger person is having problems, they may be more likely tochange jobs
Where an older person is having problems, they may be more likely to
consider giving up work
Wide range of strategies to mitigate issues with the journey to work:
What the employee can do and what needs negotiation between the
employee and the employer
Can be helpful for people of all ages
Reflections from our research
Employers in the future will have tobe thinking pretty creatively once
the economy picks up andpeople are needed in the
workforce
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Loughborough Design School
Prompting discussion amongst employees and their employers Exploring different ways of travelling to work when the journey
becomes difficult, costly, tiring or stressful
Awareness-raising, sharin g thoughts and comm ents Designed for ease of accessibility in the workplace,
e.g. by Human Resources
Downloadable from www.workinglate.org Staff room coffee table Online, on computer or tablet
Role of the Resource - Why and How?
Loughborough Design School
Loughborough Design School
Its good to talk
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The health challenges
of modern work
Dr. Myanna Duncan
Are you sitting comfortably? Our lifelong relationship with work
1,647 hours per year working Thats 32 hours per week- holiday time not included
Thats a lot of time!! The workplace is an idealplace for health promotion
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A nation of desk potatoes Sitting time
0
100
200
300
400
500
600
Workday Non workday
Timespentsittingineach
domain(minutes)
Other leisure
Computer at home
TV
At work
Transport
Sitting time & Body Mass Index
520
540
560
580
600
620
Normal Overweight Obese
Sittingtimeonaworkday
(minutes)
BMI Group
Likelihood of taking part in physicalactivity behaviours
Most likely to:- Walk to talk to a colleague rather than email- Climb the stairs Least likely to:- Park further away to walk- Get off the bus stop early to walk
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Engaging people with physical activity
Two thirds of our sample statedregularly engaging in physical activity
Only one third met the criteria- 30 minutes per day, 5x per week
Younger workers (50 or younger)less likely to meet activity guidelines
Environmental changes major impact on behaviour
http://youtu.be/2lXh2n0aPyw
Pedometer challenge!Your challenge, if you choose to
accept it
Head out during the next break See how many steps you can clock up on
your pedometer
Tweet us your pictures & step counts#WorkingLate2013 @WorkHealth
Map in your pack Prize for the most steps & best picture
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Working Late: Challenges andOpportunities
Professor James Goodwin PhD
Head of Research
Age UK
Proportion of workforce aged 50+
75%
25%
18-49
50+
68%
32%
18-49
50+
2000 2020
Source:Office ofNational Statisticstime seriesdata
Additional 50+workers in the labourmarket, 2015-25
0
200,000
400,000
600,000
800,000
1,000,000
1,200,000
1,400,000
1,600,000
1,800,000
2,000,000
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025
Source:Age UK analysisofthe Labour Force Survey,Q2 2010
Average retirement ages
Source:Office forNational Statistics,analysisbased on the LabourForce Survey
60
61
62
63
64
65
1984 1987 1990 1993 1996 1999 2002 2005 2008 2011
Men Women64.5
62.7
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Key Points
More people, all working for longer Employers will needto be more age friendly There is room for improvement in the UK
UK-OECD comparison
Source: Resolution Foundation, based on OECD data (2012)
2. Gap in employment rate between
UK and OECD top 5, by age group1. Employment rate for 55-64 age group,
OECD comparison
Why do people work longer?
Our own analysis has shown the following reasons:
1) Money declining value of pensions, rising costs,lack of retirement provision
2) Policy changes rising State Pension age3) Changing attitudes normative, and the concept of
retirement becoming less clearly defined
4) Social benefits/make a contribution
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Five things employers could do
1) Flexible working2) Managing their workforce in an age-friendly way
(including training line managers)
3) Improve skills utilisation4) Mixed-age workforce5) Appropriate training provision
and avoid using stereotypes
For older workers, they are mainly negative:
Unwilling to learn new skills
Inflexible and resistant to change
Waiting to retire
Less healthy
Less capable
Some positive:
More loyal
More empathetic (i.e. better customer service)
More reliable
Theres more variation within an age cohort thanbetween cohorts
Flexible working
Age UK policy report:
A means to many ends: older workersexperiences of flexible working
http://www.ageuk.org.uk/professional-resources-home/policy/work-and-learning/
Based on research by the University of Kent and ourown Labour Force Survey analysis
Key findings of Age UK report
Flexible working means an mutual agreement to divergefrom the expected/ideal working pattern
Can include: flexi-time, home-working, term-time,compressed hours, on-call working etc.
Home working is particularly important
38% of 50+ workers worked flexibly in 2010, rising from30% in 2005
Particular barriers in accessing flexible working for carers and
the unemployed. Many employers generally resistant though.
Crucial issues for employers: Line managers attitudes to flexible work
Job design
Organisational culture
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Employer case study: Centrica
Centrica has a special scheme for employees with caring
responsibilities, offering matched time off for everyhalf-day of leave used for this purpose, the companyoffers an additional half-day, also for caring. Extra timeoff can also be granted as unpaid or dependants leave,and career breaks can be arranged.
This has helped retain skilled staff. For example, GeoffKitchener, Chair of the Centrica Carers Network, has beenable to work full-time while caring for his wife. He said:
Im able to work hours that suit my caringresponsibilities. As well as flexible working, the carersleave has been an enormous help.
Challenges: what do the findings of ourreport mean for employers?
Ensure line managers are equipped to understandflexible working and to avoid stereotyping
Need to focus on lower paid & non-managerialroles
Re-examine policies towards carers Re-examine recruitment policies Boost confidence of all 50+ workers to talk about
flexibility
Further challenges
Engendering attitudinal change eg in employersand the public mind
Translate the extending work rhetoric in to realand meaningful change
Opportunities: Forced retirement /direct age discrimination
Seldon ruling was mostly good for ol der workers:
Every job role has to be decided individually
Evidence that forced retirement is necessary tomeet a Government social policy objective (andproof that it is the best response)
It is stereotyping simply to suggest it is moredignified to retire than performance manage
Private business reasons are not acceptable asevidence, e.g. cost and workforce planning
Makes the legal test harder for employers to pass
Managing people effectively and age-neutrallyremoves need for legal challenges!
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Conclusion
Ageing workforce is a challenge but a greatopportunity
Avoiding stereotyping is key, and encouraging anatmosphere of trust helps
The issue of an ageing workforce has the potentialto cause problems to unresponsive organisations,
but if handled well could bring significant benefits
Dynamics of later lifeworking
Ricardo Twumasi
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Increase in State Pension Age Age Discrimination Legislation
High Profile Age Discrimination CasesChanges to Public and Private Sector
Pensions
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Removal of the Default Retirement Age Interviews
May 2011 to August 2012 109 Interviews
Stories
Personal stories Documentary
Lukes Story
http://youtu.be/V4ixR0OoZRk
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Jeffs Story
http://youtu.be/iRcOdFqhP5Y
Anns Story
http://youtu.be/dEb27IOfeRI
Employees over 50
Homeostasis of career Work life balance
Homeostasis of career
Older workers tend to stay with us for alonger period of time. Theyve got to a stage
often in their career where the content of
their role is just as important as actually
being promoted.
Employer, 48
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Im not intending to look for promotion but to
maintain the grade that Im on and just maybe a
sideways move really
Employee, 53
Homeostasis of career Employees over 50
Inclusive policies Level playing field
Expert Panels
From my point of view, inadvising people on age
discrimination theres a realnervousness, because
employers don't want to be
seen to be agediscriminatory. People are
terrified of having thoseconversations.
Employment Lawyer
Expert Panels
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Expert Panels
I think legislation is not
a good way of trying totransfer better practice,
its a minefield. The best
way is to make the case
that diversity of ageranges in work groups, is
far more effective.
Head of HR
Example
Expert Panels
Anybody who says overqualified,thats gotta be an excuse, that's
just nonsense.Head of HR
Expert Panels
Recruitment is about discrimination, Iwant you rather than you, its my
judgement, Im not going to say its
because youre older, or its racial, orits gender, but its is about
discrimination on your skills andcapabilities and your view on that and
its quite hard to get right
Senior Manager
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Kevins Story
http://youtu.be/q2NLBc-2ou8
Thank you
Questions: @workhealth
Chris Ball, Chief Executive
Comments on Working Late Video-
Clips of Older Workers and JobSeekers
12th March 2013
Lukes Story
http://youtu.be/V4ixR0OoZRk The young manager no experience of
managing someone 50+
50+ dont join the company becauseexpectation at that time you will be amanager
Not conscious of age being taken intoaccount have an idea of age range, abit discriminatory.
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Lukes story (continued)
Quite explicit that set out with an idea of ayoung age range but defines this as notageist.
Short lead times, got to have passion,drive, be willing to learn,
Not likely to attract elderly applicants Place adverts in places where older
applicants not likely to see them!
Lukes story (continued)
Spec goes to recruiter HR has nocontrol.
People dont get filtered out but recruiterknows what age we are looking for.
Lukes story (continued)Factors contributing to difficulties in getting work (TAEN 50+ Job Seekers
Survey 2013)
An aspect of health 19%
Outdated skills not matching those required 32%
Qualifications not matching those required 34%
Experience not matching that required 45%
Restrictions on type of work I can do 25%
Need to work part time or flexibly 18%
Seen as too experienced or over qualified 72%
Unsure about best way to apply for jobs 27%
National focus on youth unemployment 57%
Seen as too old by recruiters 83%
Location unable to travel 27%
Lukes story (continued)
Comments on barriers to finding work, TAEN 50+ Job Seekers Survey2013
It may be against the law but employers stilldiscriminate on grounds of age, although they
will always give some other reason of course. Iam frequently told I am over qualified and cant
even get manual work
(Female, 60-64, England, Regional PerformanceManager)
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Lukes story (continued)Comments on barriers to finding work, TAEN 50+ Job Seekers Survey2013
I have worked for over 38 years in the legalprofession.I feel that all the jobs I have appliedfor, and they have been varied, they can onlysee me doing the same work. No one isprepared to give me the opportunity to trysomething different and I have actually been toldby a youngster in an agency that I was too old!
(Female, 55-59, England, Legal Secretary)
Jeffs story
http://youtu.be/iRcOdFqhP5Y The story of job search, lack of empathy or
understanding by staff, target culture, no
interest in the individual
Cant help people like me, you canteducate them to help you.
Happy ending.
Jeffs story
Echoed by 50+ Job Seekers Survey 21% looking for more than 12 months,
27% - more than two years
No feedback, lucky to get a reply,everything is e-mail,
Heard that jobs can be obtained bynetworking not clear he used this much
Outcome unusual.
Rating of quality of assistance
Good/
Excellent
OK Not v good/
poor
Job centre plus 6% 23% 71%
Recruitment agency 5% 46% 50%
Professional body 9% 44% 47%
Vol agency 13% 42% 45%
Ex employer 6% 36% 58%
Internet 18% 60% 22%
Friends and personal contacts 22% 61% 17%
Source: TAEN 50+ Job Seekers Survey 2013
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Anns story
http://youtu.be/dEb27IOfeRI Doesnt intend to retire no plans to Removal of DRA good idea Motivation financial but enjoys job
and would do voluntary work if forced to
quit
Has friends who wont like working longer
Anns story (continued)Why work? Responses from TAENs 50+ Job Seekers Survey 2013
Financial need 89% 706Social interaction 54% 430
Sense of worth/feeling valued 71% 564
Other 9% 73
Total N/A 792
Anns story (continued)
I cannot afford to retire; we are on the point of bankruptcy and Iabsolutely neverenvisaged being in this situation (F 50-54, HRconsultant)
I have to eat and pay bills after that everything is a luxury (F50-54, Admin Assistant)
In order to keep my mind active as well as a feeling that I still havea contribution to make to society (M 60-64, Head of finance)
I enjoy working and feel that I bring a wide range of professionalskills and expertise (M 55-59 Managing Director/interim Executive)
Anns story (continued)Comments on removal of default retirement age, 50+ Job Seekers Survey 2013
I personally feel that removing the default retirementage has made things worse for people who are gettingclose to retirement, as employers are concerned thatthey will be stuck with ageing staff. I have a very strongCV but only received four interviews in eight months outof applying for jobs where I believed I had a strong fitand took great care to tailor my CV to the job.
Male, 60-64, England, Finance Lead New Business
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Valuing the older worker
Nick Page (63)
Former pilot, fit, wanted to
work after forcedretirement.
Applied, passed exams,
trained
Accepted into Las VegasPolice service
Loves the job
Web: www.taen.org.uk
TAEN 2012
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Aadil Kazi
Behaviour Change
Simplified behaviour change models Employee classification:
1) Not thinking about making a change
2) Ready to make a change
Intervention
1 year interventionAssessments at
baseline, 6, 12, 18
and 24 months
1,120 participants 18,949 miles covered
Private sector
Public sector
Method
Tailored - Information based onreadiness to change activity levels
Standard - Information availablevia health promotion organisations
Control - No information
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Intervention Themes
Pedometer and step count promotion Stair climbingActive commuting Walking Lunch
walkinglunch
www.walkingworkswonders.com
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Walking Activity
0
200
400
600
800
1000
1200
Standard Tailored Control
Walkingactivitylevels
Baseline 12m
Increase inwalking activity
reported for both
the standard and
tailored groups
Body Mass Index (BMI)
Biggest reductionin BMI for the
tailored
intervention group
by 12 months
24
25
26
27
Tailored Standard Control
BMI(kg/m)
Organisational Impact
Sick leave days(1.16 days per year)
0
1
2
3
4
Baseline 12m5.5
6.5
7.5
8.5
9.5
Baseline 12m
Work performanceReported increase (10%)
Cost Benefit Analysis
Cost of intervention per employee: 62 Overall cost saving per employee
(sickness absence, work performance and salary)
Return on investment: 26 - 32
=
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Walking Works Wonders
http://youtu.be/9ZKm9OsclNI
Working Late Showcase EventCatherine Kilfedder
Group Health Adviser
12 March 2013
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British Telecommunicationsplc
About BT - March 2012
UK
Western Europe
Asia Pac
Middle Eastand Africa
Russia / CEE
89,100 FTE BT employees
2011/12 revenues: 18.9 billion
North America
Latin America
3,20073,800
900
7,800
700
200
2,500
BT organisation
BT Retail *
BT WholesaleBT Global Services *
BT Operate *BT Innovate & DesignOpenreach
* Global operations
British Telecommunicationsplc
Creating a healthy and diverse environmentwhere excellence prospers
BT Strategy
British Telecommunicationsplc
Investing in workplace health can:
Help to improve employee engagement andmotivation
Improve employees emotional resilience and theirability to cope with stress
Improve employee productivity Help ensure the organisation is fitter for purpose Help the organisation to weather changing economic
conditions over the long-term
British Telecommunicationsplc
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strategies to enhance
productive and healthyenvironments for theolder workforce
Research Participants
Collaborators Working Late outputs
impact of legislation on older workersopportunities - guidance for employers
recommendations for journey planning walking works wonders intervention
OWLdesign resource
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Working Late
raise profile of ageing workforce contribute to improved working practices facilitate inclusive work design improve quality of working life of older people
www.workinglate.org