TAEN 2008 Conference

“Staying the (work) course is a challenge to us all, including older people - and it’s a particularly big challenge to government and employers to keep older people at work. Like everyone they have economic needs, but moreover they have an enormous amount to offer.”

“As companies adjust to the harsher times ahead, they should think carefully about maintaining the organisational knowledge so important for adjustment and renewal once the recession is over. Knowledge in its formal and tacit forms is the lifeblood of versatility and the stuff that disappears too easily when downsizing occurs with little thought for the future. Older workers are often repositories of knowledge and should be nurtured for the gold in their minds.”

“Making sure that staff are able to maintain their productivity, motivation, skills and health over longer working lives is of key importance to employers and employees alike.”

Chris Ball, Chief Executive – TAEN

“The government is committed to end ageism and we are looking to bring transparency into private sector practices which will be valued by both employers and workers. The (Equality) Bill would also extend the scope of anti-discrimination legislation into the supply of goods, facilities and services.”

“With the new bill we want to send out a powerful message that age discrimination does not belong in a modern economy. But it has to be carefully written. We want to make sure we get rid of age discrimination that is harmful and open to stereotyping, but only after we consult widely with business and groups like TAEN.”

Maria Eagle MP, Parliamentary Under Secretary, Government Equalities Office

“The adult learning sector is on the point of collapse.  We need to invest much more in skilling up the older worker, otherwise the crisis we face will continue.”

“By 2020 one third of the workforce will be aged over 50 and the evidence shows that we can’t rely only on the younger worker for our future. But this government is just not meeting the challenge of upskilling older employees for life at work after 50.”

John Hayes MP, Conservative Shadow Minister for Lifelong Learning, Further and Higher Education

“More support is needed for people at work or those planning to go back, irrespective of their age. Working life after middle age inevitably brings some health issues and the right medical support is vital.”

“All the evidence suggests that work is good for us. Lack of work is often linked to poor health and can reverse the effects of being unemployed. Work can also be therapeutic and overall its beneficial effects outweigh the negative.”

Dr Bill Gunnyeon, Health, Work and Well-being Director, Department for Work and Pensions

“Public policy is important in driving the age and employment agenda forward but the main reason for achieving a wide consensus in my country was the support of management and supervisors.”

“In Finland our experience showed that improving the work ability of the older person depends on accessing proper health services, individual skills and attitudes, support from family and friends and good co-operation at the company level. If there are tensions at work you won’t get good work ability.”

“If managers don’t get trained in age management they cannot behave differently and make the right adjustments.”

Professor Juhani Ilmarinen, Finnish Institute of Occupational Health

“More opportunities would be created if people were allowed to step down or move sideways so their knowledge and experience were not lost but could continue to be used to the advantage of both themselves and their employer.”

Professor Michael O’Donnell, Chief Medical Officer, Unum

“(In the United States) the business case for hiring older people has joined the mainstream - although AARP still has work to do convincing some employers that older people are not resistant to IT and new workplace methods.”

Tim Wollerman, AARP Manager of Workforce Resources

“The flexibility my older employees are looking for has given my company the approach it needs.”

Nigel Appleton, Contact Consulting

“Over the past couple of years we have doubled our number of workers aged over 65.”

Amanda Jones, The Co-operative Group

“Two years ago we (BT) had 14 people over 60, now it’s 2,000. Thirty four per cent of our workforce are now over 50.”

Dennis Gissing, BT

“Age is part of our diversity model as a company and has been for a number of years.”

Melanie Flogdell, Centrica

“Still too few companies take up the issues of age and employment and we have to press them to do that.”

Chris Ball, Conference Wrap-Up