The LSC West Midlands required a robust regional evidence base to inform policies for older workers and learners. The LSC aims to attract more adults into learning and the labour market, especially those most excluded. Older people (50-70) were identified as potential learners/workers about whose motivations/barriers to participation relatively little was known. Much relevant quantitative data on participation exists, but less on what would encourage more over-50s to participate in learning and employment. Research was required to distil existing regional data and to explore current opinions of older people (employed and unemployed/economically inactive) and employers.

What does this client say?

Secondary data analysis and literature review informed the design of qualitative explorations: focus groups with older people, recruited per our sampling matrix, and semi-structured employer interviews.

LSC wanted to explore challenging negative stereotypes preventing older workers gaining skills/qualifications needed for employment and career progression. Ten focus groups (urban/rural, male/female, white/non-white distant/close to learning/labour market) allowed exploration of the key issues and research questions with groups of people in similar situations/backgrounds. Discussions included personal experiences, perceptions of employer views/motivations, future plans/desires, and ways to reduce barriers to active engagement in learning/employment.

Qualitative semi-structured interviews with 50 employers were conducted (large-scale structured survey data exists) allowing researchers to probe into core issues to gain a rich understanding of views relating to older workers. Employer representatives consulted were senior executives with recruitment and/or staff development responsibilities: owners/partners in SMEs; managing directors and HR directors/managers etc in larger organisations. Companies invited to participate were selected on employee numbers, sector and location, to enable comparison of similarity and difference.

With the exception of large secondary dataset analysis, the methodology used was qualitative. A variety of qualitative techniques were used: focus groups with discussion, brainstorming, stimulus materials, and stated preference elements; semi-structured telephone interviews; documentary and literature review. Consideration was given to conducting 360 degree reviews of some employers or education/training providers (as we have done on other projects of this nature): this contract was not extended to include this due to the Steering Group’s priorities changing in response to the economic climate in late 2008.

In addition to the report with recommendations, published by the LSC, our senior researchers led a presentation and round-table discussion of the findings with the full Steering Group including West Midlands Regional Observatory, Birmingham Chamber of Commerce, and TAEN. The LSC used findings and recommendations within their annual corporate planning for the region. LSC and key partners secured publicity for the research through radio and newspapers. Our team ran a seminar-workshop wihin the Regional Observatory annual conference, with relevant policymakers (e.g. from Jobcentre Plus) attending.

Find the report at:

http://readingroom.lsc.gov.uk/lsc/WestMidlands/Labour_market_research_wm.pdf