healthy ageing? the opportunities and challenges of an older workforce

The International Longevity Centre-UK is an independent, non-partisan think-tank

dedicated to addressing issues of longevity, ageing and population change.

Healthy ageing? The opportunities and challenges of an older workforceDavid Sinclair, Director, International Longevity Centre – UK @ilcuk

@sinclairda



ILC-UK Planning Tomorrow, Today

think tank evidence based policy focussed balanced independent respected experts networked international



Who do we work with?



Our focus is broad



We have worked extensively on “older workers and health”



Summary

Why do we need to work longer?

What is the current situation for older workers?

Challenges to overcome (focussing on health)

Is it getting worse – are we killing with kindness?

How can we engage older workers

What should you do?



Why do we need to work longer?



We are living longer



And as a result, the world is ageing



But how much longer will we live?

Aubrey de Grey: human life expectancy at birth in 2100 will be 5000 years. “I think the first person to live to 1,000 might be 60 already”

Steve Jones: "In ancient times, half our children would have died by the age of 20. Now, in the western world, 98% survive to age of 21. Our life expectancy is now so good that eliminating all accidents and infectious diseases would only raise it by two years. Natural selection no longer has death as a handy tool."



Are we changing?

“It is blindingly obvious that there is enormous difference between the seniors of yesteryear and people of the same age today.” Saga 2008

We have a wealthy cohort (on average) (and there are more of them)

Recent retirees “are more strongly defined by the impact of consumer society on their lives and expectations of post work life than previous generations”



Or are we in denial of ageing?

“They have fewer ties to family responsibilities... With their homes paid for their major housing concern is for property taxes and repairs... Being essentially free from obligation, they may spend their income and assets as they wish. Here is a potential market, therefore for those marketers who wish to appeal to it. It is a new market, almost unrecognised which must be developed with care as it depends upon the changing role of older persons in our society and the realisation that they are more free than their predecessors in the past century.”

Dodge, 1962



Let’s not assume older people are all the same



More of us expect to work longer

A 2010 survey of 7,500 citizens in ten European countries found an expectation among 55% of respondents that working lives would extend beyond current national ‘retirement ages’.But we still don’t like the idea of higher “retirement ages” ‘a 2012 Eurobarometer survey showed most Europeans (60%) reject the need for higher retirement ages.



And we will need the money

Adapted from Aon 2010

State Pension Age has increased (and/or become less generous). Unless we extend working lives there are significant risks of future pensioner poverty



Future generations wont be able to rely on DB pensions

Men in employment in the 50s are more likely to still be employed in their 60s if they have a DC rather than DB pension (ELSA)



Governments are beginning to link SPA to longevity

In Sweden, pension entitlements are adjusted on

the basis of expected life expectancy at the time of

retirement.

The Greek government has created an automatic

adjustment mechanism that will kick-in in 2020 and

will incrementally increase the statutory retirement

age in line with increases in average life expectancy.

The UK is exploring how to link pension age to life

expectancy.



Fewer workers

The number of working age adults across Europe has begun to decline across the EU-28. Despite the recession, some sectors of the European economy already suffer from skills shortages.

There are 13.5 million UK job vacancies, which need to be filled over the next ten years, but only seven million young people are projected to leave school and college over that time.

A report published by the Dutch Ministry of Interior and Kingdom Relations has suggested that by 2020 ‘there will be gaps of 30% or more in the employment pool for teachers and policemen, and even higher gaps for nurses’.

http://www.flickr.com/photos/yooperann/8684179741/sizes/m/in/photolist-eeoG5V-eYkq5p-eYkrkr-eYkt5c-eYkqER-eYwQ3A-eYkst8-eYksZe-eYusTG-egUZvF-8LzKbh-8NXiGF-dG2nQD-dxeYhH-aeo7Fr-aW6xkV-7TYQJN-7NE7J6-7NE7ug-cCsnC3-cCsonj-cCsmY7-8Xunt9-cCJC3N-9vYwDu-cCKwUW-drCVg5-bYvrFJ-boAHXD-ePBAmL-9bTuNn-7AWjby-8rpRUo-fAzNBv-aeEupK-b8haur-93ywzE-d8CVHw-fysKGk-9ukpCn-aeEvBc-aeEDbp-aeECQM-9qWM9P-fAtoq9-bY34zN-aJDtZF-8XMw7e-8x61Sr-asR8ab-84RcrD/



Projected Old-Age Dependency Ratio, 2010-2060



Migration won’t solve the problem

The EU will receive over 60 million net

migrants over the next 50 years (yearly

average of around 0.2% of the EU

population).

Although inward migration could play a

part in reducing dependency ratios, the

EU would require a far higher level of net

migration to maintain the current

dependency ratio (an additional 11 million

migrants by 2020).



And migration within the EU is creating significant problems for some member states

With over a million Bulgarians currently choosing to live and work

abroad Bulgaria is increasingly suffering from an exodus of

people of working age. Eurostat estimates that in 2060 Bulgaria’s

old-age dependency ratio will hit 60% – and at that stage it will be

the fifth highest in Europe. This problem is being confounded by a

low-birth rate and by poor public health – the latter of which is

prompting people to withdraw from the labour market prematurely.

The Bulgarian government has expressed its desire to take

action to promote economic activity amongst older workers and

tackle this worrying trend towards a reliance on an increasingly

small working-age population



The cost of ageing

Across the EU, age-related spending is projected to rise from an annual cost of 25% to 29.1% of GDP between 2010 and 2060.



Europe’s Economy needs older workers

Older workers are likely to play an important part in delivering future EU economic growth

The lump of labour fallacy has been debunked “States with the highest employment rates for older workers also have some of the lowest youth unemployment rates.’

A high percentage of people aged 25-49 across Europe are in employment (78% in 2010), and there is not significant variation across the EU (between 70% in Spain and 85% in Sweden). http://www.flickr.com/photos/wobblin/93110984/sizes/m/in/photolist-

9edDN-cEtQ8-d9vjk-dsULJ-e2UpY-i8roy-nCkvH-qCksF-suxzs-xifA2-AXqRq-HUtkC-K5ZPt-2xDrtX-34HXSE-3bkVxT-3n2a4g-3s8Y22-3z6FTQ-3JiS8Y-3KaBnu-4dHUEQ-4iCUGq-4wNbM8-4wSkmb-4KyV1j-4N3Rc1-56fKcL-57iwU3-583aQs-5cva8f-5k543p-5nxxYa-5vzBXm-5xCQMQ-5AdZMc-5BStWT-5QYtPA-5R3Qve-5RUEc2-5WwEZ7-69cPMM-6cCG5h-6nzjkK-6oLoJ3-6tE2Zp-6tE2Zt-6tE2Zz-6Azi8D-6Azj1X-6C6Jc3/



Older people will contribute to economic growth

The base caseAverage annual GDP growth rates under

different assumptions for migration and 65+ employment



Increasing output with more older workers

• Relatively small year on year changes to the 65+ employment rate and

rates of migration can make a significant difference to overall levels of

ouput – particularly towards the end of the forecast period.

• Assuming population grows in line with ONS’s high migration variant

and the employment rate amongst the 65+ cohort rises in line with the

20 year trend, output can be 12% higher in 2037 than in a low

migration, zero 65+ employment growth scenario.

• Assuming base levels of labour productivity growth, this equates to a

boost in output of £322bn in 2037 and £3.3 trillion over the entire

forecast period relative to the low migration, zero 65+ employment

growth scenario.



A retirement, not an ageing problem



What is the current situation for older workers?



Historically we used to work much longer

Between 1881 and 2008 the economic activity rates of UK men aged 65+ fell from 74 per cent to 10 per cent. Now, the majority of people can expect to live for at least twenty years in retirement.

US evidence



When do people “retire”?



It’s all Bismarck’s fault

Until Otto von Bismarck’s government providing the first state pension in Germany in the 1880s, people generally worked until death.

However, ill-health often prohibited work in the final years of life, leading to a reliance on younger relatives for support; and the wealthiest members of society obviously felt the compulsion to continue working far less (Meadows, 2003: 34).



Labour Force Participation rates by gender for people aged 55-64 in 2012



Participation is up

Across the EU, the Labour market participation of older workers is up

http://www.flickr.com/photos/mike_miley/9329810305/sizes/m/in/photolist-fdrHyn-8xz3FR-9vnwcd-fAtowj-dzqfDv-dL6bCk-7JYQ65-aeEvcc-aTr5g8-7TmCAE-8xbijT-8x91h7-cCpgPq-cCpeuh-cCpeSj-8x6272-e1Btov-e1H8kd-e1H8i5-e1H7RU-e1H8ym-e1Bt2e-e1H7T7-e1H8qq-e1BtwF-e1Btc4-e1H8M3-e1BtjB-e1BsW4-e1H7Hm-e1BsZz-e1H8Tb-e1BtvD-e1H7NL-e1H835-e1H7US-e1BtJB-7TYQKq-a5s36p-cAsDzu-cAsK5Y-cAsGqo-dQiX5Q-8w36Fd-fCmQeo-7GG6RH-dKD24E-9mPYKU-aeHusB-dPUVKv-dQ1xmQ/



Changes in Labour Force Participation of Males aged 55-64, 2002-2012



Changes in Labour Force Participation of Females aged 55-64, 2002-2012



Economic activity rates among 50-64 year olds



Change in number of jobs relative to 2007



Percentage of men aged 55-64 in employment in 2002 and 2012



Percentage of Women Aged 55-64 in Employment in 2002 and 2012



But it is not time for complacency

Across Europe, just under one in three of those aged 60-64 are in employment

Just 13% of Hungarians aged 60-64 were in work in 2010 compared to over 60% of Swedes.

There are still countries where fewer than 40% of people aged 55-64 are in employment (Slovenia, Malta, Greece, Croatia, Hungary, Belgium and Poland in 2012).

In one third of Member States, no more than one out of five workers (60-64) is employed.’

Over the period 2002-2008, the average age of labour market withdrawal among the EU-28 had only increased by an estimated 1.3 years, from 60.1 to 61.4

http://www.flickr.com/photos/heartindustry/3539408126/sizes/z/in/photolist-6oLoJ3-6t2ZRY-6tE2Zp-6tE2Zt-6tE2Zz-6yNN61-6zee36-6zg5kx-6zGKop-6Azi8D-6Azj1X-6C6Jc3-6DfPU7-6F7Z4y-6HsjYN-6KxdVN-6PMdG9-6RTF24-6RTVSj-74t2G7-757chN-76mWJ9-77X5Vp-78orde-79ZZG9-7bpyf9-7cLdny-7hJf7s-7jwENJ-7kTpsU-7kY2Ku-7pri8t-7psPSN-7qZWHT-7rtx6Z-7tB2Lw-7uskh2-7wghjp-7wghNr-7wghQF-7wk6Jj-9WDMaM-89dsU1-7TYQKU-dBf26o-84k1CX-eeoG5V-eYkq5p-eYkrkr-eYkt5c-eYkqER/



Male and female unemployment rates (50-64)



Unemployment rate of men aged 55-64 in 2002 and 2012



Unemployment rate of women aged 55-64 in 2002 and 2012



Long-term unemployed (12+months) as % of total unemployment for people aged 55-64 in 2012



Portugal, Spain, Cyprus, Greece, and Ireland,

the countries arguably hardest hit due to the

economic crises, have seen falls in the

employment rates of men aged 55-64.

But these countries are not alone; of the 28

Member States just seven - Malta, Austria,

Germany, Poland, Bulgaria, Finland and

Slovakia – have seen unemployment fall

between 2002 and 2012 for men aged 55-64,

with Slovakia witnessing the largest fall in

unemployment.

http://www.flickr.com/photos/9908376@N07/4373407902/sizes/m/in/photolist-7EsRNw-8RJjdB-bxWpLx-etxshm-7Ucs5f-7LijWT-atUvu1-aJB6ma-8HgfbD-84JRCz-7xLBS4-7URU5v-awFypQ-e1wDjw-9FUpvN-f36Fby-8UuX2V-8rqiTR-bxDTPt-9LSGwg-8Eqq7X-bJ64j2-e14cTm-9qrePP-8tQSxH-8y4MwB-8y8Crf-9qR8sV-7LAAaq-9KQC44/



Half of 55-64 year olds across Europe are not in work



Who “does” older workers well?

http://www.flickr.com/photos/85169589@N00/1027343397/in/photolist-2yMppc-5ohnBt-d5C9Dq-7VXeAX-8Dopm9-8DokGs-8DkdhV-8DnzoQ-8DnF1s-8DnHQ3-cNNv2d-9H5AuG-7J8a4d-8Doqsm-8DjHSg-8DkaAB-8Dkp54-8DonDo-8DkmpV-8DoiuG-8Dog5J-8Dowms-8Dkivt-8Doo45-8Dkpot-8DouFN-8Dk96R-8Dkaht-8DovfQ-8Dkosi-8Dka1T-8DotJq-8DohRm-8DomR1-8DoidN-8Doe4f-8Dk822-8DoiQE-8DohzC-8DjMVF-8DnRwo-8DnSCj-8DjPY2-8DjuKB-8DjCTr-8DnDVG-8DnBPy-8DjNKZ-8DjLXc-8DjtF4-8DnAxy

Over 80% of men and 70% of women aged 55-64 in Sweden are part of the labour force.

Fewer than one in five women aged 55-64 in Malta are in work.



When would Tintin retire?

The Labour Force Participation of Belgians aged 55-64 is under 50%

In 1929 Tintin was 14-17

He would now be between 97 and 100

He would (probably) have retired a long time ago

http://www.flickr.com/photos/97043691@N05/8975822752/in/photolist-eFaroG-eFaq4q-aFk3ge-8jb8T7-9Kbhqj-axt3E4-ffpKZe-aeNV3z-aiBjFu-bBFoCG-dKZ9MJ-aoT3vQ-dvGbsV-aFjAC4-ax3hHd-9Hhp4B-9yPKVt-9taEdN-8fLk2L-7XVGwS-aH2rRk-b15Ffc-eu3XGm-8zZ1hJ-8iSLY7-dhsKmn-dNAEoo-ayQUtD-aGaR44-aGaQXD-a3oAeU-a3oBqh-dpDmWX-ex8UnK-8swDeC-cARkbu-8QdyRs-ayQUvK-axqX7E-7H8VNP-7H8bMg-7Hc7VG-7Hc8vW-7H8WeF-auFs3Z-7ZN6ig-8gGkU5-9xQ22w-bcC9rx-9Cpaxt-a3k2jx



Since the 1970s..

1970s-90s: Long-term falls in the participation of older workers continues due to unemployment; public and private pension schemes incentivising early retirement; and the provision of relatively generous pension schemes and social security.

1995-2007: The long-term falls in employment of older people across Europe begin to reverse as incentives to retire early are reduced.

Post 2007: The growth in the participation of older workers across Europe continues despite the recession. However, unemployment amongst older people increases.



Challenges to overcome

The role for employers



Challenges to overcome

Achieving gender equality

Skilling up the older workforce

Matching the demand and supply of older

workers

Tackling ageism

Recognising the diversity of the working

experience

Improving health



Achieving gender equality

In every EU Member State, the life expectancy of women is higher than

that of men, by 5.9 years on average.

Yet despite living longer across the EU, women participate less in the

labour market and retire earlier.



Gender difference in employment rates of people aged 55-64, 2012



Pension equalisation

Increasing the employment rates of older women is important in the

context of the move towards gender equalisation of pension ages across

Europe.

In 2009 13 Member States had lower pensionable ages for women

than for men.

By 2020, 18 will have equalised pension ages.

Five further Member States have long-term plans to equalise pension

ages, and just four have no legislation in place to do this.



Are things changing?

In the UK, 30 years ago women’s work was mainly low-

skilled manual work. Now those women working in

their 50s are working at similar levels - if not pay - as

men.

There is a significant gender divide in Malta. While

74.6% of males in the 55-59 age group are in

employment, the figure shrinks to 22.5% for women.

The main reason for this withdrawal from the

workforce (generally and also specifically for women)

is not due to retirement but a culture in which families

are the main care units for the old, young, or disabled.



Skilling up the older workforce

The current cohort of older

workers in Europe have low

levels of education and

qualifications compared to

younger groups, and are more

likely to have worked in

agriculture and production

http://www.flickr.com/photos/vancouverislanduniversity/7030135879/sizes/m/in/photolist-bHehti-bujtkb-bujsVQ-bHehDa-85BTMf-fB3sz9-8U4aEt-8U7ef5-8U7dZq-8U4azx-8U7e2J-8U4amK-8U4aoF-8U4bBx-8U4aqD-8U4ava-8U4bxt-8U4awT-8U4aJT-dANpSj-efjvLR-efjvMa-fAtoH5-efqfy9-9TKhNE-dMDErt-cC4Rpo-dyTQy4-dyZiFS-dyTQBk-dyTQfH-dyZiRW-dyTQVk-dyZj3E-cbr6db-cC4RQf-dpMRHC-dM4fu3-eBwiug-9sWF5C-bqSX4Z-8L8bJY-bHefuX-asYrni-8pHJLM-bVbsTU-egmkn9-d9aUVJ-bxEvP5-bxEvrf-bLzdct/



In Poland, 350 universities have registered to become Third Age Universities as part of a scheme designed to promote more flexible learning for older people. The Polish programme 45/50 PLUS provides on-the-job and vocational training for older people to help them return to the job market.

In order to increase the education and training opportunities, the German government intends to introduce greater flexibility to working time and open up more sabbaticals for its older workforce.

The Estonia Unemployment Insurance Fund (EUIF) has therefore invested in mentoring and counselling schemes for older workers.



Matching demand and supply in the labour market

Is Europe’s economy

creating the right jobs to

meet the needs and

wishes of the supply of

older workers

A need for a focus on

demand. More part time

work opportunities?http://www.flickr.com/photos/viskadourakis/3468991141/sizes/m/in/photostream/



Tackling ageism

A survey of employers from five European countries in 2010 found large numbers of employers opposed to the idea of employees working even past 60, let alone 65

Kelly Services reported that ageism was a bigger issue than gender discrimination in Hungary.In Romania, ‘the labour market and its actors are still relatively less positive to older workers’.Employers in Greece tend to view age as an inhibitor to productivity, rather than seeing the benefits that experience and knowledge can bring.Despite ageism being a particular challenge in Estonia, there are at present few if any efforts made to create an age-friendly culture amongst employers and the general population.



Recognising the diversity of the working experience

Older workers across Europe are

more likely than other ages to be

self employed, on open-ended

contracts, or working part-time.

We need to better understand the

informal economy in relation to

older workers?



Health and working longer

However young we may feel, our health is very likely to deteriorate eventually, with advancing age’. Metz, D & Underwood, M (2005)

The image of an old age of frailty and dependence is certainly not one most older people are experiencing and partly because ‘the onset of serious deterioration typically occurs quite late in life’. Metz, D & Underwood, M (2005)



We might be spending longer in ill health

In the postwar period life expectancy has increased significantly. But retirement ages have not increased in line with this change.

However, even though a greater proportion of retirement is now spent in ill-health, we experience many more years of good health in absolute terms

Healthy life expectancy has not increased at the same rate as life expectancy (Mayhew, 2009).



There are significant health/life expectancy inequalities

Jubilee Line Map



Poor health pulls us out of the workforce

Good health enables people to stay in work for longer.

Researchers are virtually unanimous on the notion that ill-health leads to earlier retirement.

In a study for DWP in 2003, Alan Humphrey et al surveyed 2800 people aged 50-69. Of those not in work, half said it was due to ill-health.

But, a hot topic for research.



But the picture is complex

However, ill-health clearly does not impact upon the

retirement decisions of all social groups in equal

measure.

Humphrey et al’s study, those not in work due to ill

health were predominantly male and less educated, and

more likely to be single. (NB- health factors are usually

self-reported so may not be reliable)



We find it more difficult to manage as we age



Eyesight, hearing and age

Both men’s and women’s eyesight declines sharply beyond the age of 65, but women report failing eyesight in greater numbers. There is also a comparable increase in reported hearing difficulties with rising age, although in this case it is men rather than women who are more likely to experience hearing problems (Darnton, 2006)

But (1) average decline (2) we can adapt – workplaces/ glasses/ assistive technology.



Physical strength and age

On average, men in the over-50s age group have less strength than the under – 35s but that men are stronger than women for any given age range.

‘For both age groups the variation between individuals is substantial and the differences within a [age] group are larger than the differences in average strength between the two groups.’ Metz, D & Underwood, M (2005)



Mental health

In the UK, currently there are over 800,000 people with

dementia and this is set to rise to over 1 million people by

2025 and 1.7 million by 2051. One in three people who

survive to 65 will end their life with a form of dementia.



Some aspects of mental performance might improve?

In some cases, part of our mental performance may

actually improve with age. Metz notes that whilst some

aspects of mental performance peak at a younger age,

others continue to develop throughout our adult lives.

Metz, D & Underwood, M (2005)



Age might not be as important as other factors

Genetic and gender factors can be more important

than age in terms of both physical and sensory loss.

In terms of both mental and physical health there is

growing research which supports the hypothesis that

deterioration can be significantly slowed down by older

people themselves if they remain mentally and

physically active. (Metz 2005)



Sleep (SOMNIA project)

Around half of older respondents to survey were clinically poor sleepers.

The proportion of those who sleep very badly increases with age, BUT once other variables were included in the model there were no age affects. In other words, a poorer sleep experience is not a factor of age alone, even if we are more likely to experience poor sleep as we age.

The most significant factor influencing insomnia is that of health.

Individuals with four or more health problems were found to be three times more likely to experience sleep problems.



Participants with Cancer were found to be three times more likely to report a high PSQI score.

Those living with Musculoskeletal problems (mainly arthritis) were two times more likely to be living with poor sleep.

And people living with high blood pressure and diabetes were also more likely to report poorer sleep. Women reporting poorer sleep then men, even when controlling for other factors.Poor sleep tends to impact on the carers as well as the individual, a fact most carers will identify with.



Depression

Leaving work (or fear of leaving work) can be a cause

Depression affects 1 in 5 older people living in the

community and 2 in 5 living in care homes. (Adults In

Later Life with Mental Health Problems, Mental Health

Foundation quoting Psychiatry in the Elderly, 3rd

edition, Oxford University Press, 2002)



Depression

“23% of those aged 85 and over had

levels of depressive symptoms

indicative of clinical relevance”

“Almost 13% of men and women aged

80 and over had high levels of

depressive symptoms in 2008-09 but

not in 2002-03” (IFS, 2010) ELSA http://www.flickr.com/photos/junglearctic/3002442666/sizes/m/in/photostream/



Does growing old increase the risk for depression?

“Healthy, normally functioning older

adults are at no greater risk for

depression than younger adults. What

seem to be age-related effects on

depression are attributable to physical

health problems and related disability.”

Roberts et al

http://www.ncbi.nlm.nih.gov/pubmed/

9326820



Or

A higher proportion of women than men reported that

they suffered from anxiety or depression, with the highest

indication of anxiety or depression occurring in the 50-54

age group. (ONS 2013)



Sickness absence and age

Sickness absence has fallen

for all age groups since

1993, but has fallen least for

those aged 65 and over

(ONS 2014)

http://www.flickr.com/photos/regus-media/5839014005/sizes/m/in/photostream/



Number of days1 lost through sickness absence by reason2, 2009 to 2013, UK

millions

Reason given for sickness Total days lost by reason 2013 2012 2011 2010 2009

Musculoskeletal problems3 30.6 33.3 35.1 38.4 38.2Minor illnesses 27.4 25.6 27.4 36.2 42.9

Other4,5 21.7 21.7 18.5 15.4 19.4Stress, depression, anxiety 15.2 14.4 13.3 11.8 12.3Gastrointestinal problems 8.7 8.9 10.3 10.9 7.3Respiratory conditions 5.3 4.5 5.3 7.8 7.2Eye/ear/nose/mouth/dental problems 5.2 4.1 3.8 2.6 4.4Heart, blood pressure, circulation problems 5.0 5.7 4.5 2.9 2.7Genito-urinary problems 3.2 4.1 5.0 3.2 2.3Headaches and migraines 1.7 1.4 1.6 3.4 4.4Serious mental health problems 1.0 1.1 0.7 0.7 0.5

Prefers not to give details 5.9 8.8 5.8 4.0 4.5

Total 131 134 131 137 146Source: Labour

Force Survey person datasets6



It’s complicated

Presence of chronic disease was reported more

frequently with increasing age. The 55+ age group had

almost two times less chance of frequent sick leave, but

1.6 times more chance of prolonged sick leave than the

<36 age group (Dutch study, 2012, BMJ)

More research needed.



Flu and age



Shingles can pull people out of work

But do you vaccinate staff?



Menopause – almost never discussed

“For most women it happens between the ages of 45 and 55

Hot flushes, palpitations, night sweats and sleep disturbance, fatigue, poor concentration, irritability, mood disturbance, skin irritation and dryness.

Overall, this period of hormonal change and associated symptoms can last from four to eight years

These can affect how a woman does her work and her relationship with her colleagues.” (UNISON)



What does this all mean for employee productivity and age

But studies of supervisors' ratings show no clear correlation between age and perceived productivity (Economist June 2004)

Does “decreased abilities” lead to lower productivity given adaptability of workplaces?



Mixed evidence

“We find that establishment productivity increases with the share of employees until the age of 50-55 and only decreases slightly afterwards. ” Goebel et al

“Measuring this sort of thing precisely is riddled with statistical pitfalls: as a cohort ages, for example, the frail, with low productivity, drop out. The survivors tend to be the brightest and toughest. That puts average scores up. On the other hand, improved education in past decades probably biases test scores against people too old to have benefited from it.” Economist 2004



Improving health

45% of survey respondents were

concerned about health as a barrier to

working longer. In Germany and

Norway, about two-thirds of

respondents said this was their main

worry (Aon 2010)

Our analysis has found relatively few

initiatives by governments or

employers to explicitly improve the

health of older workers.



All Portuguese workers of 50+ are now required to carry out annual

general medical exams.

Ageing at Work is a European Commission supported project that

develops training for HR professionals on health and age

management at a European level.

The Work Ability model developed by the Finnish Institute of

Occupational Health offers a framework and set of interventions to

help organisations make the necessary adjustments.



Care as a factor

Caring has a significant impact on the process of retirement.

Paradoxically, even though women are more likely than men to have caring responsibilities, men are more likely to have to retire early as a result of caring responsibilities, due to the greater incidence of part-time work among women.

However, part-time and flexible working is not a panacea, as for many carers the biggest barrier to work is that one is unable to take leave at short notice to deal with crises.



But worse? Are

our workplaces

“killing with

kindness”



Participation falls when we leave school



And it isn’t changing

No change 2003-2008 (Scotland)



Even though we know it is good for us

409 randomly selected older people (65–84 years)

Results: – levels of knowledge about the specific health

benefits of physical activity were high. – Almost all participants (95%) believed that physical

activity was beneficial and 79% believed that they did enough to keep healthy.

– However, 36% did no leisure time physical activity and a further 17% did less than 2 hours per week.



Research backs case for physical activity

In 1953, Morris et al published the

findings from a study showing that bus

conductors in London, who spent their

working hours walking the length of the

buses as well as climbing up and down

the stairs of the English double-decker

buses to collect fares, experienced half

the coronary heart disease (CHD)

mortality rates of their driver

counterparts, who spent their day sitting

behind the wheel.



There are barriers. But do the policy solutions tackle the barriers?



Our workplaces are making us less physically active

“There has been a decline in the number of traditional manual roles available, and growth inareas such as customer service and Information and Communication Technology (ICT), leaving many older former manual workers forced to enter new job markets in later life.”

We are designing manual work out of manual work (BMW)



“prolonged sitting is shortening our lives”



Our workplaces are like Rhyl Sun Centre



Is “working at home making it worse”

The British Heart Foundation (BHF) says 10,000 steps a day (about five miles) can give you a healthy heart and reduce body fat



ONLY CONNECT QUIZ – What links?



ONLY CONNECT QUIZ

Charles Dickens Winston Churchill Virginia Woolfe Ernest Hemingway



Former U.S. Secretary of Defense, Donald H. Rumsfeld, working at a standing desk



Popular Science, a magazine with roots much older than the Paris Review, first began writing about the virtues of standing desks for writers back in 1883. By 1967, they were explaining how to fashion a desk with simple supplies instead of forking over $800 for a commercial model — a hefty sum in the 60s, let alone now.



Are we killing with kindness?

How can we design in physical activity across the lifecourse?

Into the workplace and our built environment?

Too much educate? Too little compulsion?



Can technology help?



So how do we engage with older workers?

We know healthy ageing is important

But most of us don’t do it

And we don’t really know how

Educate/inform/compel?



Why do older people refuse services – Psychological issues to services

Lack of awareness of their own needs by older people themselves;

Lack of trust some older people have of formal services;

Concerns regarding revealing weakness or being associated with negative stereotypes;

The fear that one may be considered frail or elderly as a key barrier to engaging with the outside world.



Why do older people refuse services - Services may fail to fit with older people’s needs

Lack of choice and flexibility as to what is on offer;

Failure to meet personal and cultural beliefs, interests and priorities;

Conflicts between the value base of old and young, professional and layperson;

Services viewed as patronising or ageist.



Why do older people refuse services- Services may be inaccessible

Accessibility of services due to sensory and mobility impairments, for example reading small text, listening to recorded messages and accessing e-services;

Practical barriers such as lack of transport; lack of public toilets; fear of crime etc;

Bureaucracy and access criteria; Poor quality of services or

anticipated poor quality of services



Can you read the menu?In many European cities one of the

main groups eating in restaurants are those over 50, yet very few 50 year olds are able to read a menu by candlelight with out their reading glasses. That is because the menus are usually designed by younger people in print shops, not for senior citizens. What a crazy situation: the people who the restaurants want to market to cannot read any of their sales literature. Patrick Dixon (2008)



Inclusive design



What can you do?

Understand the barriers to uptake of health

interventions in the workplace by age

Be age neutral (but might age prompts work)

Use the nudge/social norm

– Promote activity as it benefits others

– Your colleague does it, why don’t you



I stay active… Because she deserves a dance with grandpa



In conclusion

Age, health and work relationship is complex

In *many* areas, age related decline is not inevitable

There is some evidence of “use it or lose it”

Employers could play a bigger role in helping us age

healthier (and work longer)

There is mixed evidence on impact of work on health



Looking across the world (see case studies) limited

innovation and almost non in health

Government’s seemingly ignoring the health barrier to

working longer. Whose responsibility?

Government

Employers

Individual?



Many thanks

David Sinclair

Director, International Longevity Centre

[email protected]

02073400440

Twitter: @ilcuk

and @sinclairda



Case studies - Appendix

Examples of how we can support older workers



Barriers Opportunities

Skills obsolescence End of jobs for life Ageist attitudes, particularly in

recruitment ‘Right to retire’ Age-blindness: failure to support older

workers Age-related health conditions Impact of stress Caring responsibilities Fewer training opportunities Difficulty of job transitions Poor job quality Inflexible retirement policies

Recognition of skills shortages Blurring of jobs and

entrepreneurship Active retirement and gradual

retirement Age-blindness: end of direct

discrimination Increasing healthy life expectancy Recognition of importance of

health Recognition of increasing care

demands Lifelong learning Flexible working arrangement Less arduous jobs Customer-focused companies



What do older workers want?• 1 in 3 workers over 50 want to work beyond state pension age

• Why? Financial reasons, mental well-being, job satisfaction

• The importance of control, therefore flexible working/gradual retirement

• Barriers to suitable gradual retirement:

•Jobs not do-able on part-time basis

•Loss of status

•Pension impact

•Line managers



UK CASE STUDIES



J Sainsbury: window of opportunity

• Historically supportive of flexible working, e.g. for employees with caring responsibilities

• Replaced ‘final salary’ pension scheme (with normal retirement age of 65) with ‘25 year window’ scheme to retire between 50-75.

• Within this window, employees reduce working hours and claim part of pension- but still accrue further pension entitlements.

• Can retain older workers in greater numbers, benefiting from skills and experience.

References: Cranfield University (2010); EFA (2012)



Ernst and Young: keep in touch

• Very active alumni network, user-led but supported by the company.

• Company recruits ‘boomerangs’ from within the network, as employees or consultants.

• Useful for attracting women back to the company.

• Around 1 in 4 mature recruits is drawn from the alumni network.

Reference: The Economist (2006)



University of Central Lancashire: taking stock

• Existing high levels of older workers: 2 in 5 employees aged 50+.

• Designed ‘Fresh Steps’ programme delivered through two workshops.

• Encourages employees to evaluate work and life holistically, their career development and training needs.

References: Interview with Wilma Butterworth, Staff Development Manager, UCLan

• Has led to increased uptake in flexible working and the development of ‘Pause for Thought’ – a counselling service for older employees.



Working Carers Network• Developed by Employers for Carers, supported by

NESTA- workplace-based support for older carers.

• Pilot: London Fire Brigade.

• Online resources developed with employer (LFB-branded resources).

• Led to development of peer-to-peer support network, and employers and employees working together to update resources.

References: XXXX



WorkAge: managing change

• Run by York College.

• Firms seek support from WorkAge to • address skill gaps• improve their image by recruiting older workers

(Though no clear pattern of motivations for seeking help, underlining the fact that there is no single model for extending working lives).

• Individuals are encouraged to recognise their transferrable skills and experience gained outside the workplace, and build confidence in their abilities.

Reference: Interview with Sue Newton-Brown, Project Manager (Equality and Diversity), York College



BMW: the future is now

• Reorganised production line around 2017 workforce with average age of 47.

• Results: 7% productivity increase, lower absenteeism, zero defect rate.

• Plant implemented many ‘best practice’ measures re older workers:• Improved occupational health procedures.• Ergonomic transformation of work

environment.• P/T and flexible working.

References: The Economist (2006); Eurofound (2006); Hope (2005); Loch et al (2010); Roth (2010).



The police service: the beat goes on

• Many soft skills developed through years of experience. However, retirement age of 55 means that often skills are lost.

• Police service runs the 30+ PLUS scheme, administered by National Policing Improvement Agency.

• Any officer with at least 30 years’ service can apply to stay past age 55.

• Eases retirement shortfalls and bulges while allowing organisation to retain key skills and maintain continuity.

References: NPIA (2010)



Guernsey Post: getting there

• AARP International Innovative Employer Award 2010.

• Flexible and part time working opportunities allow gradual retirement and assistance for those with caring responsibilities.

• Older workers can transfer to ‘indoor jobs’ towards the end of their career.

• Offer pre-retirement training on tax, pensions, well-being, benefits, managing finances and working beyond retirement.

• Asked if wish to continue working at 65, then if so given annual contract renewals from then on.

References: XXXX



INTERNATIONAL CASE STUDIES



Achmea: lifecourse approach to flexible working

• Dutch financial services company.

• No overtime requirement for over-50s.

• Staff can reduce weekly hours from 38 to 34 using holiday time stored earlier in career.

• Employees over 57 can reduce hours by 20%.

References: XXXX



Ryobi: divide and rule

• Japanese plastics manufacturer.

• Highly complex production tasks that cannot be taught through manuals – danger of skills shortages when older workers leave.

• Tasks divided into ‘simple’ and ‘technical’.

• Allows the company to cope with losing older workers, but also allows employees to develop new skills over the lifecourse.

Reference: Morioka (2008)



Older nurses in Atlanta: it’s ergonomics, stupid

• AARP Innovation award 2010 for Fresh

Steps

• User-centred, whole-of-life, peer-based

• Workshops lead to creation of informal

networks

• Pause for Thought launched in

response to users reporting

bereavement, loneliness, etc.References: XXXX



McDonald’s: the customer is always right

• Keen to eradicate the image of the ‘McJob’.

• Worked to establish a business case around extending working lives.

• Research from Lancaster University Management School found • customer satisfaction levels 20% higher in restaurants

with employees aged 60+ (though may be due to an age mix rather than older workers per se),

• 68% managers state older workers empathise with & connect well with customers.

References: EFA (2010a; 2010b); Fairhurst (2010); Personal correspondence with Dr Shashi Balain, LUMS



Healthcare workers in Belgium: changing gear


Steps



networks



bereavement, loneliness, etc.Reference: Eurofound (2011)



Hansgrohe AG: mum’s the word EDIT


Steps



networks






Domestic and General: talking about my generation


Steps



networks






OTHER SCHEMES



• Older workers more likely than any age group to be self employed, though just 5% of business are founded by someone aged 60 or over.

• More likely to start up business in later life with prior experience of self-employment

• Prince’s Initiative for Mature Enterprise (PRIME) offers training, mentoring and loans to older entrepeneurs to break down barriers

Self-employment – taking charge

• Self employment may compel extending working lives for negative reasons e.g. lack of pension provision

Berry (2010); Botham & Graves (2009). Image sourced from money.aol.co.uk



Workforce assessment tool: a need to know basis


Steps



networks






Slivers of Time: market in micro-shifts

• Huge amount of under-utilised

labour time.

• Online labour market for small

chunks of time.

• Applied by Tesco, local

authorities.

• Opportunity for older workers to

work flexibly, and retain control.References: Equality Law (2010); LGID (2006); Rowan, W (2010); Watt, N (2010); Wood, Z (2010); Interview with Claire Madden, Business Development Manager, Slivers of Time



Volunteering: beyond employability EDIT


Steps



networks




healthy ageing? the opportunities and challenges of an older workforce

Presentations & Public Speaking

issues of longevity

nonpartisan thinktank

population change

healthy ageing

ilcuk planning tomorrow

older workers

older workforce david

human life expectancy