Regional and local labour market prospects: the importance of ageing in workforce development

Abstract

Overall, the labour force in the UK is ageing, although at different rates in different areas. This poses challenges for workforce development, and has implications not only for older workers, but for everyone, everywhere. However, demography is only one element in labour supply. It needs to be considered alongside trends in participation rates and in a broader policy and cultural context, and alongside likely changes in labour demand, in order to gain a picture of regional and local labour market prospects. The thrust of government policy is to raise employment rates amongst older people (aged 50–69) and to promote ‘active ageing’. The decline in employment rates amongst older men evident in the 1980s has been reversed, but participation rates remain low by earlier standards. Shifts in the industrial and occupational structure of employment mean that there is likely to be a growing demand for customer care and service skills, which older people are well‐placed to provide. Yet estimates of ‘replacement demand’ show that some of the most pressing workforce development issues are experienced in declining sectors and occupations, with an older than average age profile. Examples include agriculture and social care in Cornwall, where there is a lack of new recruits to replace those retiring. It is concluded that improved local intelligence on labour market flows and prospects is needed to inform skills and learning priorities. Copyright © 2006 John Wiley & Sons, Ltd.

A review of demographic ageing in the UK: opportunities for rural research

“…Green and Collis (2006) emphasise that ‘[n]ational economic and demographic trends are important, but so are local nuances’ (p. 339). While government and many researchers have focused on the national labour market consequences of an ageing population, more local (and rural) impacts have not been considered.…”

“…Early retirement (generally by the 50–60 age cohort) was a notable trend in the 1990s (Disney et al ., 1997); however, since then it has declined. In 1999, approximately two‐thirds of those aged between 50 and the state retirement age were in employment; this increased to 71% by 2004 (Green and Collis, 2006) and peaked at 74% in early 2008 (Office for National Statistic, 2008b). Furthermore, Lowe and Baker (2006) report that rural areas are taking the lead in reversing unsustainably high levels of early retirement.…”

“…(2006) conclude that ‘European employers and their organisations are by far not ready yet to accommodate the ageing workforce’ (p. 42). Second, and a related issue, as the nation becomes more dependent on older workers, ‘[e]nsuring that older workers have the skills … is a foremost workforce development priority’ (Green and Collis, 2006: 337). Lifelong learning is likely to be increasingly important in the future, leading to increased educational participation in mid‐ and later life (Davey, 2002).…”

“…The DTI (2000) and Brown and Danson (2003) warn of future labour and skill shortages in the UK. In response, numerous policies have been proposed and implemented (see, for example, Green and Collis, 2006). The specifi c consequences at a national level extend beyond older workers themselves.…”

Rural Development and Labour Supply Challenges in the UK: The Role of Non-UK Migrants

“…As outlined in the Introduction, the skills and work-readiness of young people entering the labour market has been a key focus of policy, but in the context of an ageing population, there is also a need to pay greater attention to workforce development of those already in employment (GREEN and COLLIS, 2006). This is especially pertinent given the historically high levels of employment in England, and relatively low unemployment rates in many rural areas.…”