Working and ageing - Cedefop - Europa

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282 Working and ageing Guidance and counselling for mature learners he can reach it, the unknown man shoots him, leaving Lawrence to ask the question: ʻwhy?ʼ Having identified the ʻdot on the horizonʼ the two men relate it to their known world, but their thought process is varied and they are unclear which response is appropriate for lack of data. As the ʻdotʼ grows larger new theories emerge, but still the overwhelming sense of uncertainty increases until the situation evolves to a point where little time is left to develop or implement an effective solution and panic sets in. Consider for a moment that the ʻdot on the horizonʼ is retirement. For many individuals, this has always been in the distance with little or no planning made on how to live beyond their working life. For some, the financial reality is now beginning to come into focus and the reality of potentially working beyond statutory retirement age a real possibility. For others, their career is their life, with little or no outside interests. The trauma this uncertainty brings to many can be paralysing, with a real fear of the future and what lies ahead. The response by many is often to do nothing and hope for the best. If attitudes of, and towards, older workers are to change, a much deeper transformation must take place involving all key stakeholders. Individuals should be better prepared to cope with the various employability challenges faced in later life. Central to this is appropriate information, advice and guidance in a suitable environment that older individuals are prepared to engage in. Here, partial responsibility lies with employers in helping workers to prepare and plan for the transition from work to retirement, considering that many may wish to work beyond statutory retirement age. For example, options such as flexibility and the opportunity to downshift, either through reduced hours or reduced levels of responsibility should be recognised as an important part of preretirement (Smeaton et al., 2009). Government also has a responsibility to provide an accessible advice and guidance service that older adults are prepared to engage in and benefit from, tailoring the support required to suit the needs of this unique client group. There is also an onus to inform and encourage greater involvement in vocational education and training, and relevance to the older worker of the national qualifications framework, as well as opportunities for recognising prior learning. It is, therefore, crucial for governments and policy-makers to continue considering the challenges presented by an ageing society and provide suitable support and opportunity for those approaching, arguably, the greatest transitional period of their lives. Lifelong learning has a key role to play and can be a major contributing factor to improve the quality of later life and the capacity and opportunity for
working longer. As this project has demonstrated, there is a desire among many older workers to continue learning and developing, both for work and pleasure. This should be embraced by organisations with commitment to widening access to learning opportunities and actively encouraging older worker participation. Adopting a culture of learning among organisations can only be a positive step, both in terms of the returns generated and the wider social responsibility of ensuring that transitions in later life are appropriately considered and managed effectively. References CHAPTER 14 Realising the potential of older workers in Scotland 283 Argyris, C., Schön, D. (1978). Organizational learning: a theory of action perspective. Massachusetts: Addison Wesley, Reading. Barham, L.; Hawthorn, R. (2010). Helping older adults make career decisions. In: Cedefop. Working and ageing. Luxembourg: Publications Office of the European Union, p. 255-272. Bohlinger, S.; van Loo, J. (2010). Lifelong learning for ageing workers to sustain employability and develop personality. In: Cedefop. Working and ageing. Luxembourg: Publications Office of the Euroepan Union, p. 28-57. Care Standards Act 2000. The Stationery Office, HMSO, Crown Copyright. Centre for Lifelong Learning (2011). Realising your potential: project report. Glasgow: University Print Services. DWP – Department for Work and Pensions (2006). Glasgow city strategy: business plan. http://www.employabilityinscotland.com/FileAccess.aspx? id=1198. European Commission (2009). Dealing with the impact of an ageing population in the EU (2009 Ageing report). Luxembourg: Publications Office of the European Union (COM(2009) 180 final). General Register Office for Scotland (2009). Mid-2008 population estimates Scotland. Crown Copyright. Hirsch (2005). Sustaining working lives. York: Joseph Rowntree Foundation. Hollywood, E. et al. (2003) Older workers in the Scottish labour market: a new agenda. Stirling: Scottish economic policy network. Ilmarinen, J. (2006). Towards a longer worklife! Ageing and the quality of worklife in the European Union. Helsinki: Finnish Institute of Occupational Health, Ministry of Social Affairs and Health. Loretto, W. et al. (2005). Older workers and options for flexible work. Manchester: Equal Opportunities Commission (Working paper series No 31).
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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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