What We Can Do

Ageing Well in Work has identified ten priorities for action where concentrated action can facilitate healthy ageing in work, in particular through support for health and employment aspects of mid-life.

Theme Priority Action By
All – Cross cutting

Age as an asset: Age PositiveSecure widespread recognition that an age diverse and older workforce is an asset. Counter ageism and stereotypes through evidence and messages that reinforce the positive role and contribution of older workers and older citizens (including those seeking to return to employment).

Tackle historic perspectives on age and health and the relationship to work ability are outdated. Harness the opportunity of re-engaging individuals with their local communities through support to foster social connectedness.

Use a proportionate universalism approach, to ensure specific focus on groups across the equality characteristics are subject to increased challenges / poorer outcomes in older age (e.g. certain ethnic groups, single people, lesbian, gay, bisexual and transgender individuals).

All
Age-Friendly Workplaces Work abilitySupport employers to implement a structured, proactive approach to age management, reviewing and adjusting work and workplaces to exploit the skills and expertise of ageing and older workers.

EmployersLocal authorities

DWP

Academic partners

  Workplace WellbeingEnable employers to understand the business benefits of good health and wellbeing of staff of all ages, and how to protect and improve it. Long-term health conditions are becoming a norm in society and the workforce, so need to be considered as an aspect of ‘business as usual’. For example, the Workplace Wellbeing Charter, which provides a framework for employers taking action, and condition-specific resources e.g. Dementia-friendly employers.

EmployersLocal authorities

Local Enterprise Partnerships (LEPs)

Voluntary and community sector

  NHS Health ChecksMaximise the opportunity presented by NHS Health Checks to identify and manage health risks as people enter mid-life. This includes increasing uptake through greater use of workplaces as accessible settings and embedding healthy work conversations within the process. Use Checks to prevent the socioeconomic gradient in health conditions and associated departure from work.

Local authoritiesPublic Health England

Employers

Individuals

Employees/Citizens

Facilitate caringRealign employment practices with social changes to take into account the increase in caring responsibilities and mitigate the risks of falling out of employment.

It is important to recognise that caring responsibilities are normally not a choice and therefore a systematic approach adopted through a corporate carers’ strategy, providing flexible/agile working options and tailored support as well as creating an environment where staff can talk about caring responsibilities.

Local authoritiesEmployers

Individuals

Employees/Citizens

Age-Friendly Support Fit For Work ServiceDevelop specialist advice and support for older workers through the Fit For Work Service, and to consider ways of supporting self-employed individuals – who are currently out of scope. DWPFit for Work providers
 

Work As A Clinical/Social OutcomeEstablish work as a clinical/social outcome in the health and care system, recognizing the virtuous circle between health and work and the positive impact good quality work has in prevention and prevention of health conditions more prevalent with age which impact on work ability.

In the spirit of Making Every Contact Count, support a view that the wider health, social and third sector workforce may have routine, meaningful healthy work conversations with clients.

NHS EnglandDH

DWP

 

Into-work support

Provide into-work support appropriate to older workers who may have had a break for employment and/or have skills and experience that need to be developed or presented in a way suitable for the changing job market.

DWPVoluntary sector

Local authorities

Employers

Age-Friendly
Communities
Commit and support life-long learningSupport people of all ages in continuing professional development throughout life, including addressing the inequality for older workers. Learning can take place in a variety of settings – educational, at work, at home – and has work and health benefits which benefit the employee and employer.

IndividualsEmployers

Training organisations

Employees/Citizens

 

Mainstream volunteering

Develop partnerships that systematically promote and expand community volunteering opportunities as an integrated career development opportunity, realising synergies for employers and communities.

These include improved employee wellbeing, career development and the building of relationships between employees and the communities they work with, which can support improved transitions into later life.

Local authoritiesEmployers

Voluntary sector

Individuals

Employees/Citizens

Supported by: