Extending Working Lives: In Construction

Age discrimination
The number of age discrimination claims in 2010-11 has risen by nearly one-third to 6,800! Are you doing all that you can to inform and help your members avoid the risks and costs of claims? According to Tribunal Service statistics a similar rise (36.8%) in age discrimination claims, took place in to in 2009-10 when there were 5,200 claims. There were 3,800 claims in 2008-09. While age claims are still a long way behind sex discrimination, they are now catching up with disability claims and have overtaken race-related claims to be the third most frequent type of discrimination action. Some lawyers predict that with the removal of the DRA we will see a substantial rise in age claims. Alongside this e-update I have attached a copy of a short article that you can use to remind your members of the changes that will shortly come into place with the removal of the default retirement age (DRA). Please feel free to share this content with members and if you require additional information just give me a call. While the increasing age profile is most pronounced in the manual workforce, professional trades could also stand to lose 19 per cent of their manpower to retirement in the next ten years. According to Mark Farrar Chief Executive of Construction skills; The risk is that the ageing workforce, coupled with a failure to train and attract sufficient people now, will result in a skills vacuum and manpower shortage in the future. http://www.cskills.org/aboutus/newsandevents/news/ skillsvaccum.aspx

These new figures alongside EWLs own demographic research are a timely reminder of why EWL is working with the sector and trying to open eyes and change attitudes towards retaining skills that can be transferred to new generations. Contact me for a copy of EWLs research.

More over-50s and over-60s prolong careers

The number of people working in their 50s and 60s has significantly increased over the past 20 years, according to new data from the TUC in their report Age and Gender: What has changed in the labour market in recent years The TUC attribute the fall in employment of younger age groups to both the expansion of education opportunities and the effects of the recession. TUC general secretary Brendan Barber said: It is a mistake to blame older workers for youth unemployment they tend not to be doing the jobs young unemployed people might expect to get. The increasing number of over 65s in work shows that older workers are highly valued and that the Government is absolutely right to scrap the default retirement age. The report can be found at http://www.tuc.org.uk/tucfiles/43/Whathaschangedint helabourmarketinrecentyears.pdf

Sector facing retirement time-bomb

New research from the CITB/Cskills warns of a future skills vacuum and manpower shortages as a result of the ageing construction workforce. The construction industry is facing a retirement time-bomb with around one in six workers due to retire within 10 years and the number of young people in the industry more than halving since the start of the recession. New figures from CITB-ConstructionSkills show the number of 16-19 years olds in the industry has fallen by 52 per cent since 2008 while 17 per cent of the workforce is now within 10 years of retirement. The number of older workers aged 55 years and over in the industry has increased by 65 per cent since 1990, while those aged 24 and under has fallen by more than 40 per cent over the same period. The trend has increased over the last twenty years and now affects professional trades, for example architects, surveyors and engineers as much as trade occupations.
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Have you the data but not the time?

If you dont have the resource internally, but need some age related data analysed I may well be able to help give me a call. Freda.line@capita.co.uk 07952 178429

EWL E-update August 2011

Extending Working Lives: In Construction

Construction fails to gain benefits from diversity
A new report from the Equality & Human Rights Commission highlights the fact that construction employers are missing out on the benefits of diversity. According to the report Equality and diversity: good practice for the construction sector the sector is perceived by many as being macho, dirty and stuck in the old ways of doing things and not open to change. The success and impact, to the public, of the considerate contractors scheme shows that change is possible. Building on pockets of good practice and business values in places such as the Olympic Park the report urges the sector to collaborate on a respect campaign. The principle should be embedded into site training and induction programmes and all companies should sign up to achieve the respect mark. Based on what really works in practice, the recommended framework for action is presented in a practical and relevant way that will add value to construction businesses' bottom line. The report can be found at http://www.equalityhumanrights.com/publications/ourresearch/research-reports/unnumbered-researchreports/

A Toolkit for the future

All of the above make it clear that the ageing workforce is a real issue facing the sector. As you know the EWL programme has been seeking to link in with your work and to help you and your members understand these issues better. As the programme draws to a close, I am pulling together a Toolkit of materials and information for you to use going forward. Do let me know what you would find useful. Currently I propose to include in the Toolkit: A business imperatives document The demographic challenge report Set of case studies FAQs and related Quiz Guide to managing without retirement age Series of top tip and other articles A set of slides summarising the agenda and referencing the demographic data, business imperatives and key issues

Case studies
EWL is now developing a number of good practice stories from across the sector with both large and small employers. These will be shared with you during the autumn but it would be great to hear about other examples of good practice. These stories do not need to be complicated perhaps even a few lines sharing an employers experience. Here are some simple ideas: An example of successful recruitment of a 50+ year old How a worker aged over 40 had retrained or learnt new skills How an older worker had overcome nervousness of training and succeeded in learning new skills An older worker being used as a mentor for an apprentice or new recruit How skills have been retained by redeploying an older worker off site and into the office Where an older worker was supported in a request for reduced hours DWP will feature all good practice case studies in future materials and their on-line information. Have a look at this link and set yourself a challenge to feature one of your members in the next edition of the DWPs case study reports. http://www.dwp.gov.uk/docs/good-practicemanaging-without-fixed-retirement-age.pdf
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Constructing Equality
One way of learning more about diversity and taking steps to develop the respect agenda the EHRC report recommends is to link in with the good practice information already out there. Take a look at www.constructingequality.co.uk - if you dont already know this organisation it might be a good place to start.

Diversity Expo
Another way to learn more about diversity is to attend and encourage your members to attend the Construction Diversity Expo being held at the Guildhall in London on 12 September. EWL will be running an open workshop exploring the demographic issues facing the sector. It would be great to see you and colleagues there.

EWL E-update August 2011

Freda.line@capita.co.uk 07952 178429