“Too old to learn?”: Mixed messages about learning and training in mid / later life
The Daily Mail here features an article about a new report, commissioned by the Association of Accounting Technicians (AAT), which highlights the challenges faced by some older workers in a changing economy where there are no ‘jobs for life’. One of the reported findings is that they risk long-term unemployment because training is ‘heavily-geared’ towards young people. One of the main reasons cited by the over 55s cohort for not undertaking a qualification is a perception that they are too old to learn new skills (15%).
A copy of the report which was produced by Cebr, an independent economics and business research consultancy, can be downloaded via this link. In terms of methodology, Cebr look to have analysed existing datasets from e.g. ONS and Eurostat as well as survey results from some YouGov polls but I couldn’t find any further details so the usual methodological warning applies to the reported findings. We should point out that AAT is a provider of skills training and one of the conclusions of the report is that there needs to be more skills training – as well as featuring case studies of older workers who have successfully re-skilled via AAT training courses.
That aside, the report suggests particular combinations of age, gender and industry sector should be targeted for training on the grounds that they are highly vulnerable to job losses, specifically:
- Older men in the mining & quarrying, manufacturing, and agriculture industries and parts of the craft and related trades (such as printing, wood working, metal workers) and plant and machine occupations
- Older women in the public sector and clerical administrative occupations
Other recommendations are designed to promote lifelong learning:
- Focus on how to change the ‘too old to learn’ mentality of the 55-64 year old age group and understanding of the contribution technological skills could make to their current job.
- Provide training targeted at the 55-64 year old age group.
- Offer more vocational training for the 55-64 age group.
- Ensure that opportunities are available to fit in with full and part time work patterns.
- Encourage employers to ensure that their older staff members participate in training and undertake career development activities.