Getting Ahead of Demographic Change

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Getting Ahead of Demographic Change

• Presentation for
• DICIDA Conference
• October 2007
• Liz North
• Project Manager 5050vision

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Changing Demographics of the NW
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Dramatic Demographics (1)

• Were living longer never has such a good news
  story got such bad press (Alan Pickering, Wyatt
  Wilson)
• By 2051 average man of 65 will have 22 years of
  life ahead cf 12 years in 1950 and 19 today
• By 2021 4 in 10 people in NW will be aged 50
• Only 4 in 10 aged 50-74 are economically active
  in NW (lagging behind the England average)
• In 2001 in Merseyside 32.8 of people aged 50
  64 were in full time employment/self employment
  compared to 38.1 for the regional (poorly
  performing) average or 40.9 in Cheshire

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Dramatic Demographics (2)

• State Pension Age increasing
• Approximately 50 of IB claimants are aged 50
• After 2 years on IB, claimants more likely to die
  or reach State Pension Age than get a job
• 1991/2001 NW census comparison under 30 3.5
  reduction over 50 1.8 increase
• NW faces 12 decline in numbers of young people
  over next 10 years (7 decline in England)
• Blackpool, Cumbria and Cheshire have highest
  proportions of 50 in the population
• Footnote demographic shift is not consistent
  across the NW and is affected by ethnicity,
  gender and geography etc

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(No Transcript)
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Your Context

• Policy drivers Regional, National, European
• Regional Economic Strategy Opportunity Age Age
  Regulations Oct 06 Sure Start to Later Life
  Empowering People to Work Lisbon Agenda
  targets World Class Skills In Work, Better Off
• Chemical Sector
• Key issue of skills gaps
• innovation and business improvement techniques
• change and project management
• health and safety
• management and leadership

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Your Context

• 70 of the 2020 workforce is currently employed
  by the industry
• Does your workforce reflect this ratio?
• Current Average Age of Employee in the NW Region
  in this sector is 55
• Approximately 11,000 jobs will need to be filled
  by 2010 due to turnover including retirement

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Business Solutions

• Older Workers are a positive labour supply
  solution
• UpSkilling Existing Workforce
• New Roles for Existing Workforce (management/
  leadership, mentoring / coaching etc.)
• Targeting Recruitment - Diversity
• Cross Sector Migration (Open Apprenticeships,
  Blended Learning, APEL Mature / Skilled Entrant
  Route)
• Retaining your existing workforce for longer
• Engage with unions in workforce development
• Dont rely on short term solutions

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RR - What works for staff?

• Part time and Flexible Working
• Early intervention, advice and signposting ie not
  just in year or so before retirement
• Mid life career development/change
• Redeployment, step down/across
• Specific skill support access to
  training/retraining
• Valuing and using skills and experience
• Flexible retirement and return
• Support re carer or other responsibilities or to
  manage health conditions

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Business Benefits for Employers

• Improved retention, lower labour turnover
• Higher staff morale and reported job satisfaction
• Fewer short-term staff absences
• Higher productivity
• Public image/attractiveness
• Broader recruitment pool
• Access to wide customer base
• Wider range of skills and experience

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There to help you

• www.dwp.gov.uk policy numerous research
  reports
• www.agepositive.gov.uk 37 case studies
• www.jobcentreplus.gov.uk Need to fill a job?
• www.acas.org.uk Age regulations guidance
• www.ageconcern.org Age regulations info sheet
• www.taen.org.uk Member organisation, support
• www.biznet.org.uk business cases, facts
• www.agebusters.org.uk Age Regulations guidance
  etc
• www.berr.gov.uk Employment Matters (Previously
  DTI)
• www.5050vision.com various data and
  publications
• www.homeworkingnw.co.uk - Flexible working
  solutions

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5050vision NW Forum on Ageing

• Regional strategic partnership
• Public, private, voluntary sector partners with
  responsibilities or interests in 50 not an
  older peoples organisation RDA NWRA GONW, Age
  Concern, NWUA, LSCs, Chambers, Federation of
  Small Businesses, EMBF etc importance of
  stakeholders as well as members
• Key priorities Employment Skills Enterprise
  Health Inequalities
• Lead RES Action 62
• We work through communication and promotion
  influencing key policy and decision makers

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Contact Details

• Val Michej
• Chief Officer 5050vision
• 01925 644238
• 07976 068969
• val.michej_at_nwda.co.uk
• Liz North
• Project Manager 5050vision
• 07816 494633
• liz.north_at_nwda.co.uk
• Susan Hetherington
• PA support
• 01254 266620
• SusanH_at_ageconcernblackburn.co.uk
• www.5050vision.com