Working and ageing - Cedefop - Europa

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264 Working and ageing Guidance and counselling for mature learners (c) finally, net migration has, historically, been negative with more people leaving than moving to Scotland to live. Only in the past six years has this been positive, but Scotland is now competing for workers within an emerging Europe and will continue to face challenges in attracting skilled workers in the future. The net result of these factors is that Scotlandʼs population, and workforce, is ageing. The average age of individuals living and working in Scotland today is 40.5 years and projected to increase steadily over the next 20 years (General Register Office for Scotland, 2009). Public policy in Scotland suggests that individuals will have to work longer and later in life due to increasing pressures on pension funds and other public services. But here lies the paradox. The government ( 53 ) plans to raise pension ages for women from 60 to 65 by 2018, then for both men and women to 66 by 2020; while, many, predominantly public sector organisations, have adopted strategies such as early voluntary retirement or redundancy schemes which actively target older workers. Moreover, the default retirement age currently in place allows organisations to force individuals out of employment at 65, although this is due to be abolished by the newly-elected coalition government from October 2011. Strategic decision-making processes within organisations impact on the workforce, with older workers often being adversely affected. For example, the inconsistency and considerable flux in early retirement, retirement and pension provision are ubiquitous (Vickerstaff et al., 2003, p. 273). Many private sector organisations have long since closed the door on final salary pensions with public sector organisations scrambling for ways to manage ever increasing pension costs. A common solution of reducing the number of older workers is often taken. A further area of disparity between older and younger workers is access to learning and development. Participation rates decline with age (Schuller and Watson, 2009) and almost all talent management programmes offered by organisations target younger staff (Hirsch, 2005). As with most European countries, Scotlandʼs demographic profile continues to change significantly and, already in some rural areas, one in three adults of working age are aged 50 and over. The ageing workforce phenomenon will most likely continue in the future, with fewer younger workers and an increasing number of older ones. This challenge requires a major shift in the ( 53 ) While Scotland has certain devolved powers, pensions and retirement fall under the jurisdiction of the UK government, which impacts all countries within the UK.
mindset of employer attitudes and perceptions of older workers, as well as changes in attitude towards working in later life by many older adults who possess a wealth of knowledge and experience and who may be forced, financially, to work beyond statutory retirement age. 14.3. The challenge CHAPTER 14 Realising the potential of older workers in Scotland 265 From the individual perspective, there are many reasons why older workers exit the labour market prior to retirement age. For some, the pull of retirement is strong and may have been aspirational from early on in working life. Many of the current generation of 50 to 65 year-olds observed parents and grandparents experience relatively short retirement periods, which has driven the desire to retire early and enjoy later life. This has led to a culture of early retirement which is now proving a difficult mindset to change. For others, the push towards retirement is forced upon them with many facing financial challenges that will ensure working in later life is a necessity rather than a choice. These push and pull factors can also be applied to learning participation. Bohlinger and van Loo (2010), citing the work of Shultz et al. (1998) highlight interconnectivity between factors that affect participation in learning later on in life and labour market participation. They argue that, to understand the extent to which older adults wish to participate in learning, the relationships between age, learning and work capacities must be examined. It is also important to acknowledge the range of factors which influence an individualʼs capacity for working and learning in later life. McNair (2009) highlights the increasing challenge of unpaid caring responsibilities, whether for elderly parents, partners or grand-children. Declining personal health as well as changes in family circumstance such as children leaving home, bereavement and divorce can also be contributing factors. These transitions after 50 (Figure 14.1) are succinctly described by Phillipson (2002), who concludes that individuals who leave work early often experience growing disillusionment and exclusion from society.
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EN Working and ageing Guidance and
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A great deal of additional informat
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Foreword Population ageing is one o
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Acknowledgements This publication r
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8. Policy, research and practice: s
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14.2. Participation rates of indivi
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CHAPTER 1 Setting the scene: promot
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To improve quality and transparency
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Gomes present the set-up and outcom
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CHAPTER 2 Do European employers sup
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CHAPTER 5 Cognitive ageing in older
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PART 2 Meeting the challenges - Eme
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unmet demand is limited, as is the
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people in the second phase (25-50)
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CHAPTER 7 Learning, work and later
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are now better than ever before, es
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CHAPTER 8 Policy, research and prac
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will need to be supported by struct
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ʻflexicurityʼ model is challenged
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different forms of retirement (2010
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8.8. Policy considerations CHAPTER
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9.1. Introduction CHAPTER 9 Changin
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CHAPTER 9 Changing patterns of guid
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their continuing learning and devel
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Table 9.4. Use of past work experie
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CHAPTER 10 Career development in la
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life, much will change. Cate and Jo
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CHAPTER 11 Maintaining senior emplo
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Working and ageing - Cedefop - Europa

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