the elephant learning in diversity bv learning in later life european approaches and issues
TRANSCRIPT
The Elephant Learning in Diversity bv
Learning in Later Life
European Approaches and Issues
Where are we going?
1. Introduction
2. New in Grundtvig
3. Model of ageing
4. What did we won
5. Granny goes wild
6. EU policy and practice
7. Selection of good practice
8. Focus in detail
9. Grundtvig in LLL
10.Extra value?
11.Low qualifications
12.Senior Expertise
13.Low participation
14.The 1st paradox
15.The real issues
16.The real differences
17. Intergenerational 3x
18.The last paradox
Introduction
1978 – 1990 trainer pre-retirement education; training senior volunteers1991-1997 EEN1997-2000 Re-integration older workers2000-2003 Expert in Russia2002-2008 EAEA board; trends & issues2003-2006 PEFETE-network2006-2009 Grundtvig Working Group
New in the EU Lifelong Learning Programme: Grundtvig Senior Volunteering Projects
Senior citizens volunteering in another European country (learning / sharing knowledge).
Cooperation between the host and sending organisations around a specific topic or target group
Local communities involved in the exchange of (senior) volunteers.
Empowerment model
Model of ageing
The elderly seen as potential of senior citizens as a source of knowledge, competence and experience.
Competence model
Deficit model
Dependency model
Activating model
The Elephant Learning in Diversity bv
What did we won and what did we lost?
What did we won and what did we lost?
For those who just can't get excited about bland YouTube videos anymore, here's what you've been waiting for – Pole Dancing Granny. The newest storm to hit the internet is Granny Goes Wild and asks the pertinent question "ever wonder what happens to those who love to dance, but get too old to stand up on their own?"
Granny Goes Wild
EU policy and practice
Lissabon agreement, 2001/2002AE Trends and Issues in Europe, 2006It is never too late to learn, 2006It is always a good time to learn, 2007
Selection of examples of good practices: 1995-200813 projects supported by GrundtvigThe list is not exhausitvego
Selection of good practices
Travel & exchange 3x
Active citizenship 3x
Recognition of voluntary work 1x
Training volunteers as mentor 1x
Training seniors as assistant in IT 2x
Volunteers in education for the old and dementia suffering 1x
Training in political and communcation skills 1x; empowerment 1x
Focus in detail
50% 55-64 age group in employment by 2010; an average retirement age of 64 by 2010
Focusing investment on enabling older people to update their skills
Finding ways for employers to meet the needs of older workers
Changing the view among employers that early retirement is a good way of downsizing
Reviewing tax and benefit systems and encouraging people to work on rather than retire.
back
Study on terminology
Adult Education
Adult Learning
Formal learning
Non-formal learning
Informal learning
Everyday learning,Experiential learning
Education
Providers
Learners
Lifelong Learning Programme
But adult learning is more than Grundtvig
= Leonardo + Grundtvig!
And in Leonardo (vocational training) older workers rarely are a target group
And Erasmus & Leonardo got 60% of the EU budget for LLL and
Grundtvig only 15%
The Elephant Learning in Diversity bv
What is the extra value of the LLL-programme?
In many countries more than 20% of 55-64 year-In many countries more than 20% of 55-64 year-olds lack an upper secondary qualification, olds lack an upper secondary qualification, in 17 countries more than 40%.in 17 countries more than 40%.
Less than upper secondary education qualification by age group (2002)
0,0
20,0
40,0
60,0
80,0
100,0
EU-
25
BE CZ DK DE EE EL ES FR IE IT CY LV LT LU HU MT NL AT PL PT SI SK FI SE UK IS NO BG RO
25-34 years
35-44 years
45-54 years
55-64 years
Low qualifications
Senior Expertise
From a certain age qualification is not longer interesting -A senior has expertise based on experiencesAnd (s)he should not have to prove him/herself(S)he only has to show and explain how the learning processes have gone….
Low participation rate in AE
Participation rate 55-64 years old in any kind of learning, 2005
0102030405060708090
100
EU
25 BE CZ
DK
DE
EE EL
ES
FR IT IE CY LV LT LU HU
MT
NL
AT
PL
PT SI
FI
SE
SK
UK
**
F
M
Total
Figures for legitimation
Figures to show that further investment is needed
The first paradoxThe first paradox
More attention in policy,Less scope in practice
Les attention in policy, More opportunities in practice
Europe is complex diversity
Several educational landscapes in Europe – different learning cultures
Different (national) priorities
Wide variety in tempo of changes
Differences in financial and material resources
Differences in governemental support
Different ministries involved
The real issuesAgeing workforce Active citizenship and
selfreliability
Digital competences
Intergenerational and intercultural communication
The real dfifferencesNorthern Europe
- role of the state
East Europe:
- no tradition of active citizenship
West- Europe
Ageing workforce
South Europe:
Strong familybased
Three approaches of intergenerational work
Society based on solidarity between generations
More generation society
Society of all ages
The last paradox
Focus on intercultural learning and intergenerational learning
The learning self should be intercultural and intergenerational
The Elephant Learning in Diversity bv
Where do we go from here?