Report of the Strategic Lead – Ageing

This report provides an update on the approaches and work being undertaken to address the priority area of employment in the over 50s. It considers the economic impact of older workers on the city and the challenges they face, within the context of the city’s ageing strategy Manchester: A Great Place to Grow Older 2017-2021.

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The Committee considered a report of the Strategic Lead – Ageing, which provided an update on the approaches and work being undertaken to address the priority area of employment in the over 50s. The report also detailed the economic impact of older workers on the city and the challenges they faced, within the context of the city’s ageing strategy Manchester: A Great Place to Grow Older 2017-2021.

The Head of Work and Skills referred to the main points and themes within the report which included:-

·                Being in good, well paid, healthy, work and the ability to remain economically active into later life was a strong determinant in older people’s health and wellbeing outcomes;

·                Increasing the rate of economic participation of those aged 50-64 had great

·                economic benefit for the city and city region;

·                Older workers had more difficulty than any other group in returning to work, with analysis by the Department for Work and Pensions (DWP) showing just 16.2%

·                of people over the age of 50 were supported into a long-term job;

·                The Greater Manchester Ageing Hub had been formed to

·                coordinate a strategic response to the opportunities and challenges of an

·                ageing population;

·                The age-friendly strategy for Manchester was refreshed in October 2017 in response to the major economic and demographic changes, alongside significant changes in the national and regional political context;

·                The Age Friendly Manchester team worked closely with the Work and Skills team to strengthen the city’s focus on older workers, either via existing programmes of work or in the development of new partnerships and initiatives which included, Work Clubs, In the Know Programme, Skills for Employment service, National Careers Service, Employer Engagement.

Some of the key points that arose from the Committees discussions were:-

·                There was a massive indictment of austerity on particular sections of Manchester’s society, how was this going to be addressed;

·                There was need in change of behaviour and attitude by employers towards employing older people.  How was this going to promoted;

·                Did officers have any views or comments on the impact of part time jobs;

·                Where there any examples of employers that were working positively to address employment of older workers;

·                What communications had there been with the private sector to encourage the employment of over 50’s;

·                Had any engagement taken place with the Chamber of Commerce to encourage the employment of over 50’s;

·                What work was being done to support Manchester residents over 64 who may still be in employment or wish to work; and

·                Was there a geographical spread of work clubs across the city.

The head of Work and Skills commented that the impact of austerity had had a culminative impact on Manchester residents that had been or were on benefits, with health having a large impact particularly on those over 50.  The Council had set out to become an age friendly city and it was acknowledged that the economic aspect of the strategy required greater prominence.  In terms of attitude and behaviour, getting the message out to employers was ongoing and those who were already engaged were easier to target.  Again it was acknowledged that this was an area that required improving.

In relation to part time employment, it was recognised that it was mainly women who were in these roles and these type of jobs were less secure than full time employment.  The ability to secure good employment became  more difficult the older  a person got.

The Committee was advised of organisations that were currently looked to retain their ageing workforce and the Head of Work and Skills agreed to share examples of good practice with the Committee.  A commitment was given to continue communicating and encouraging businesses to employ older people and engage with the Chamber of Commerce.

The Head of Work and Skills advised that the age range within the strategy only covered people up to 64 but acknowledged the point made by the Committee as the state pension age was now above this and it was commented that this might need amending to measure outcomes up to the state pension age and beyond.

Officers commented that there was a  network of work clubs across the city in areas of need, with those areas of high need having a greater concentration of cubs.  It was agreed to circulate details of where these work clubs were located to Committee Members.

Decision:

The Committee

(1)       Notes the report; and

(2)          Requests that the information requested on examples of organisations that acted positively in employing older people and the locations of the work clubs be provided to Committee members.