Working and ageing - Cedefop - Europa

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280 Working and ageing Guidance and counselling for mature learners health authority staff, particularly those involved in care disciplines ( 58 ). Table 14.3 shows these results in more detail. In contrast, experience of using online learning among civil service (83%) participants was significantly higher than among participants in health authority (40%) and the other eight groups (34%). Again, this may be explained by environmental differences, with civil service participants operating in a call centre environment. Table 14.3. Participation rates of individuals in formal learning over time by group Time-scale < 2 years 2-5 years 5-10 years 10+ years Civil service 6% – – 94% Health authority 40% 13% 20% 27% Other eight groups 8% 12% 16% 64% Source: Centre for lifelong learning, 2011. Finally, when comparing the likelihood of working beyond statutory retirement, both civil service (22%) and health authority (20%) participants indicated significantly higher that they were unlikely to work beyond statutory retirement age compared with participants from the other eight groups (4%). This would appear to support Loretto and Whiteʼs (2006) findings that incentives provided in the public sector may influence retirement decisions. 14.8.5. Implications for policy Scottish government policy on information, advice and guidance must consider the unique needs of older workers and provide a more appropriate and inclusive service. Currently, 78% of participants are unaware of the national all age guidance service and 80% are unlikely to, or unsure whether to, access the services offered. This poses serious challenges for policymakers in ensuring that a growing section of the population is not excluded and isolated from accessing appropriate information, advice and guidance. The strategy adopted by the national skills agency is to invest heavily in an online guidance service to reduce the future cost of personalised one-to-one ( 58 ) Care sector regulations introduced in 2000 (Care Standards Act 2000) aimed to improve the quality of care and raise the standard of qualified staff working in the sector by ensuring staff were qualified to level 2 or above of the Scottish vocational qualifications/national vocational qualifications.
guidance. This will immediately disadvantage individuals reluctant to engage in this mode of communication whether it is through choice or through lack of confidence. There would also appear to be a greater lack of awareness among older workers on the value of vocational education and training. This emerged through one of the exercises in the learning programme, which encouraged individuals to carry out a skills analysis and benchmark the level of skill and qualifications they had against the Scottish national qualifications framework. Most participants were unaware such a framework existed, suggesting greater work is required in including and educating older workers on the value and benefits of vocational education and training. Project findings will be of particular interest to the Scottish credit and qualifications framework, with future collaboration on how to address this challenge proposed. 14.9. Conclusion CHAPTER 14 Realising the potential of older workers in Scotland 281 Although the ʻrealising your potentialʼ project is ongoing, conclusions can be drawn on the key issues emerging from the challenge of an ageing population. As healthy life expectancy continues to increase (Scottish Public Health Observatory, 2011), todayʼs 50 to 65 year-olds are healthier and fitter than past generations and will almost certainly live considerably longer than their parents, grand-parents and great-grand parents. Given this situation, greater consideration must be given to supporting and encouraging older adults, many of whom have a great deal of capacity and desire to work and remain active in later life. Confidence and self-belief can be issues; however, they may be overcome by use of reflective learning techniques and recognition of past achievements, both of which can form a basis for increasing confidence and motivation levels. The key for many individuals is unlocking the door of uncertainty and addressing the challenge of change. A famous scene from the film Lawrence of Arabia highlights a common human response to unknown variables and uncertain futures (Van der Heijden et al., 2002). As Lawrence and his companion are resting in the desert, a dot appears on the horizon growing larger as it approaches. The horizon seems so far away; they simply stand and stare, watching and waiting not knowing what to do. After a while, it becomes clear that the phenomenon is a man approaching on a camel. Still, the uncertainty continues until finally, Lawrenceʼs companion suspects that something terrible is going to happen and, panicking, goes for his gun. Before
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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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