VAM-Velferd, arbeid og migrasjon

There is a growing recognition that the ability of some older workers to stay in work for a long time will require some form of job mobility. For some, it may be necessary to find other work, because they lose their jobs, for others, such as those who no longer master the work, other (and easier) jobs may be what helps them stay longer in work. The project has a mixed-method approach, combining analysis of registry and survey data with qualitative surveys and life cycle analyses. The registry data allows us to map the mobility pattern of older workers (50+) and analyse differences in career races in the late career between industries and worker groups, while survey data provide us with information about characteristics of companies that can help promote the mobility of the elderly. The qualitative case surveys will, in turn, help us gain a deeper understanding of how the different and complex conditions that affect mobility and job shifts work together. In this project we have seen that the number of people working in the age group 62+ has doubled in the period 2005-2015, while the proportion working in these age groups has also increased. A tenth that leaves a business annually does so because the company downsizing or shuts down. Among 50- to 61-year-olds the figures are 25 per cent, among 62- to 66-year-olds, 8 per cent, and 67+ just over 6 per cent. Most of those who end up as self-employed have also chosen to leave the company voluntarily. Not surprisingly, almost two out of three who change jobs find a new one in the same industry (64 per cent). Around 10 per cent simultaneously reduce their working hours. The development from 2006 to 2016 also shows that fewer of those who left a business in 2016 than in 2006 returned to work, while more ended up as unemployed and fewer became self-employed. The analysis of the survey data showed that a third of the businesses in the survey had one or more employees over the age of 67, and one-tenth had one or more employees aged 70 years and over. The probability of having seniors of 67 years and above increases if the business is in dire need of more employees in the short term, although recruitment problems generally do not seem to matter. Having a senior policy and senior measures also increases the likelihood. What pension scheme one has does not seem to matter. In the interviews it emerged that there are several reasons not to change your job as a senior: You thrive where you are and do not want to change; You dare not seek new jobs because you assume that you are too old to be considered as an applicant; Pension scheme makes it unattractive to opt out; or One lacks the competence to be qualified for other types of work. At the same time, there are also some who voluntarily change jobs after 50, and those we have spoken to in this group highlight the importance of having a supportive network, ongoing competence development and desire for new challenges. Our English partners in the project point out that the UK labour market has more barriers to mobility in the form of weak job protection, poor welfare schemes if one were to fall outside the labour market, a pension reform that has limited opportunities for older workers and negative attitudes. The project is led by Fafo, working with Kent University and Newcastle University. In addition, the Centre for Senior Policy (SSP) has contributed greatly as a competence partner. The project has disseminated results through articles, paper at conferences and other events, such as breakfast seminars organised by the Centre for Senior Policy, at Arendalsuka, for ASD, in the Pension Forum and at professional conferences in Italy, Germany, England and Belgium.

Prosjektet har produsert kunnskap som kan danne grunnlag for tiltak og strategier for arbeidsgivere, ansatte/eldre arbeidstakere og deres tillitsvalgte så vel som politikere, hvor målet er å bidra til den nødvendige mobilitet i 50+ befolkningen.

It is increasingly recognised that the ability of individuals to work into older age may require some form of job movement. Individuals may need to move jobs because they find themselves out of work, or because the work they do is no longer suitable for them. The need for more knowledge on these issues was also stated by all main stakeholders taking part in our pre-project workshops in Norway in May and June 2015 and reinforced by stakeholders in the UK at the pre-project workshop in London June 2015. Given this background we propose a project that aims to explore existing mobility patterns (shift of jobs/careers) among older workers, and analyse preconditions for successful transition (mobility). The aim of the project is to generate actionable knowledge that can be used by employers in their organisations and provide stakeholders the information required to improve policy in this area. In this project, we have a mixed-method approach, combining register and survey analyses with qualitative case studies and life course analyses. This allows us to analyse mobility for older workers (50 +) and study different sequences in late careers. The qualitative case studies help us understand which factors influence mobility and opportunities for job change in late careers. To supplement the Norwegian perspective and experiences, and to see how different cultural, legislative and regulative contexts affect recruitment, mobility and late careers, the project will be carried out in collaboration with researchers from the UK.