Working on: choice or necessity? Dr Pamela Clayton.
-
Upload
benedict-warner -
Category
Documents
-
view
214 -
download
0
Transcript of Working on: choice or necessity? Dr Pamela Clayton.
![Page 1: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/1.jpg)
Working on: choice or necessity?
Dr Pamela Clayton
![Page 2: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/2.jpg)
Statistical Overview
The importance for European economies of people above retirement age
• Demographic change
• Skills shortages
• Pensions
Europeans working 65-69• Very few on average
• Top nation: Sweden
• Above average: Denmark, Sweden, Finland, Estonia, Ireland, Cyprus, Portugal and the United Kingdom
![Page 3: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/3.jpg)
United Kingdom: predictive factors (1)
Kind of people likely to stay in work
Still working at retirement age
Parents’ social class (men only)
Having a small, not large, family
Little previous unemployment
Partner still working
Good health
Late starters
Living in affluent regions
![Page 4: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/4.jpg)
United Kingdom: predictive factors (2)
Other factors
Amount of leisure
Attitudes to leisure
Attitudes to work
Qualifications
Job satisfaction
![Page 5: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/5.jpg)
United Kingdom: motivations
Main motivations
Joint retirement
Work satisfaction
Financial
![Page 6: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/6.jpg)
United Kingdom motivations: Yeandle
Yeandle’s classification (2005)
Career changers – want to try something new
Downshifters – want less stress or more autonomy
Identity maintainers – use existing skills in another
setting
Workers till they drop – low paid workers who have to
work until they are forced to stop
![Page 7: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/7.jpg)
United Kingdom motivations: CROW
Centre for Research into Older Workers classification (CROW) (2004)
Choosers – usually highly qualified, will work if it is
interesting
Survivors – no qualifications, little choice about staying
or leaving
Jugglers – mainly women, medium qualifications – least
likely to stay on
![Page 8: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/8.jpg)
United Kingdom motivations: financial
Financial reasons
Choice – could manage without work but wish to work,
e.g. to increase pensions or savings
Necessity – to avoid poverty (especially women), where
savings are low and no occupational pension
![Page 9: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/9.jpg)
United Kingdom motivations: work (1)
Job satisfaction
Attractiveness of work – more autonomy – especially in
self-employment
Work-life balance – most work part time
![Page 10: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/10.jpg)
United Kingdom motivations: work (2)
Elementary occupations
Little choice for low-qualified workers
Meeting people
Less responsibility
A change is as good as a rest
![Page 11: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/11.jpg)
Real Lives: 9 case studies (1)
Predictive and motivational factors shown
Skilled working class or middle class but not wealthy background, 4/9
Professional qualifications, 5/9
Still in the same job, same employer, 4/9
Job satisfaction, 8/9
Maintaining professional identity, 1/9
Divorced women, 4/9
![Page 12: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/12.jpg)
Real Lives: 9 case studies (2)
Predictive and motivational factors shown
Late starters, 2/9
Self-employed, 4/9
Likes company, 3/9
Financial need, 2/9
Work ethic, 5/9
![Page 13: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/13.jpg)
Enabling factors
Factors amenable to policy intervention
Education, qualifications and access to skills enhancement
Employers’ attitudes and policy
Health
Government policy
Vocational guidance and mentoring
![Page 14: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/14.jpg)
Enabling factors: education
Education, qualifications and access to skills
Generally, higher educated more likely to continue
Difficult for older people with low education / skills to
access VET
Need for computer skills
Skills obsolescence, not age, impairs productivity
![Page 15: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/15.jpg)
Enabling factors: employers (1)
Attitudes and policies of employers
Anti-ageist attitudes and practices
Flexibility
Good working conditions
![Page 16: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/16.jpg)
Enabling factors: employers (2)
Anti-ageist attitudes and practices
No fixed retirement age
No discrimination in recruitment
No discrimination in training
![Page 17: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/17.jpg)
Enabling factors: employers (3)
Flexibility
Mainly manifested in part-time working
Adaptations for disabled workers or those with health problems
Flexi-time for carers
![Page 18: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/18.jpg)
Enabling factors: employers (4)
Good working conditions
More autonomy
Trust
Control over work
Being appreciated
![Page 19: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/19.jpg)
Enabling factors: health
Health
More prosperous countries report better health
Health problems greatest barrier to work (but some in
poor health carry on working)
Health and safety at work
![Page 20: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/20.jpg)
Enabling factors: government policy (1)
Policy areas
Pensions
Adult education
Health
Anti-discrimination legislation and enforcement
![Page 21: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/21.jpg)
Enabling factors: government policy (2)
Pensions
Incentives through state pension schemes (benefits of
deferral)
Allowing employment while taking state pension
Allowing people to take occupational pension and stay
working with same employer
![Page 22: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/22.jpg)
Enabling factors: government policy (3)
Adult education
Funding for adult education
Funding for re-skilling or learning new skills
![Page 23: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/23.jpg)
Enabling factors: government policy (4)
Health
Enforcing health and safety at work
Diminishing class inequalities
Providing measures for the physical and psychological
well-being of workers
Supporting carers
![Page 24: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/24.jpg)
Enabling factors: guidance
Guidance and mentoring
Financial advice
Educational guidance
Guidance for career change
Guidance for labour market re-entry
Advice on self-employment
Planning for retirement
![Page 25: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/25.jpg)
Conclusion (1)
Factors to consider
Characteristics of post-retirement workers
Working life
Employer attitudes
Heterogeneity of older people
National/local factors
![Page 26: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/26.jpg)
Conclusion (2)
Necessity or choice?
Leisure after working life should be a right
Continued working should be a choice
Choice is a luxury denied to many
Employers and government can have some effect on
increasing post-retirement working
Other alternatives – voluntary work
![Page 27: Working on: choice or necessity? Dr Pamela Clayton.](https://reader036.fdocuments.in/reader036/viewer/2022062801/56649e7e5503460f94b81c48/html5/thumbnails/27.jpg)
Finally
In memoriam: Geoff Ford