Ä2 million Jobs for Older Workers Project Launched

The Fair Play Project has been awarded Ä2 million by the European Commission to launch this essential initiative.

This groundbreaking Project is a significant initiative for the over 50s for the benefit of the whole of the UK and Europe, and will promote their valuable and unique contribution to the labour market. It is piloting in the Yorkshire and Humber region.

Currently 30% of the working age population is over 50, which will grow to massive 40% in the next 20 years (Cabinet Office Report ëWinning the Generation Gameí 2000). Labour Force Statistics published recently show that the current employment rate of people aged 50 year olds to the State Pension Age [SPA] is only 70%, which, compared to the rate of 81% for 25-49 year olds shows the worrying disparity, and which the Government want addressing to reach 80%.

From age 55 people are nearly twice as likely to have experience of age barriers as any other discrimination (University of Kent, 2005). 60% of those not working, say they would like to work again, but two-thirds expect that they never will (Department for Work and Pensions Research Report 200, 2003), and only 31% of over-50s made redundant succeed in getting a new job within three months, compared with 50% of 25-49 year olds (Labour Market Trends, 2004). Returners to work over the age of 50 have to accept a pay discount of 26% compared to their previous job, with only 32% sustaining their former level of pay (Centre for Economic Performance, 2001).

This in itself delivers a strong business case for employers to look to employ mature workers during recruitment campaigns, but recent research undertaken by the Department for Work and Pensions as part of its Age Positive Campaign, gives an even more compelling reason for signing up the over 50s. They were found to be reliable, conscientious, loyal, hard working and committed, have experience and knowledge and were supportive to younger colleagues. It has been proven that there is real and accountable benefit for employers to take this swing seriously.

HBOS says that an age diverse workforce leads to increase sales, improved customer service and effective resourcing. The over-55s represent 70% of the UKís high net worth individuals. 38% of its customer base is over age 50. B & Q: a store staffed with older people achieved 18% increase in profit, 39% reduction in absenteeism and 59% less product loss, [quotes provided by TAEN].

ìThese trends constitute a significant challenge to maintain economic growth and sustain social support systems,î says Liz Bavidge, OBE, and Chair of the Fair Play Partnership. ìWe need to make the most of our experienced and skilled workforce, and to recognise their essential and unique value to our productivityî says Liz.

The main objectives of the Project are to develop and implement age management Tool Kits and strategies, to encourage the continued participation or re-entry of older workers into the labour market. 15 ñ 20 Employers in the Yorkshire and Humber region are actively being sort for this initial pilot and encouraged to participate, a process which will be rolled out to all the regions of the UK following the expected Age Discrimination act becoming Law. Local employers are being encouraged to take advantage of the Project to dispel any myths about working with older workers, and to make a real contribution to opening up the employment market.
The Took Kits are:

Employee Skills Analysis
To assist older workers identify the highly employable skills gained through work and activities, the skills they want to develop further and how to match these skills with the work or voluntary opportunities available.

For Employers-
Age- A Brief Case Designed to help employers familiarise themselves with the concept of age diversity, including guidance and support as to how to improve age diversity policies and working practices.

Age Driver
Based on the European Foundation of Quality Management {EFQM} and Business Excellence Model, this hi-lights age diversity in the work place, and conducts a structured self-assessment of achievements so far, and identifies opportunities for further improvement.

The impressive partners in the Fair Play Project include the TUC, Job Centre Plus, Encore Recruitment, the Third Age Employment Network, {TAEN}, The Learning & Skills Council for West Yorkshire, BQC Network, Yorkshire Forward, local employers and older workers themselves.

One important and unique aspect of the Project will be the transnational element, as it involves working alongside European partner organisations from Greece (Action Synergy), the Netherlands (VanDoorneHuiskes), Spain (BDF) and Hungary (OFA). This means the optimum sharing of experiences, learning and resources to ensure all issues are tackled in a full and comprehensive way. This will greatly benefit the scheme and all who work with it, and influence policy, not only in the UK, but across Europe.

This initiative is through the Article 6 ëInnovative Approaches to the Management of Changeí programme from the European Commission. ìCompetition for funding from Article 6 is fierce, with only 3 UK led projects being approved, so it is a great achievement and very prestigious that our own Partnership has been recognised ,î says Liz.

The Project forms part of a comprehensive programme of activity for the Fair Play Partnership, promoting diversity and equality in the Yorkshire and Humber region. A Not-for-Profit organisation, currently funded by Yorkshire Forward, the Learning and Skills Council and the European Social Fund, it works to mainstream equality and diversity in the workplace, public and community life.

This Project will run until October 2006, which is the expected time for legislation to be implemented, with Partner members expertly placed to assist employers preparing for it.

Further information for employers and employees: www.fairplaypartnership.org.uk or T: 0113 262 2789