Training an age‐diverse workforce

Abstract

Purpose

Aims to address the myths and age‐related barriers that currently deter employers from training workers of different ages.

Design/methodology/approach

This study is the culmination of four strands of research activity: qualitative interviews with a range of national experts to inform the context for the research and the key issues to be explored. The interviews also helped to identify the training channels available to employers and their workers. Review of the current policy and academic literatures. Secondary data analysis of the Labour Force Survey, 2004 and National Adult Learning Survey, 2002. Also includes LSC data from the Employer Training Pilots and Modern Apprenticeships. Case studies of five organisations which demonstrate good practice in training a mixed‐age workforce. Throughout the study, references to “older workers” mean people aged over 50.

Findings

There is a clear association between age and the amount of training offered to and received by workers. Employees aged over 55 were less likely than other workers to participate in training, or to have been offered it. Older employees were also less likely than younger or mid‐life workers to take up any opportunities for training that were made available. Furthermore, older workers were more likely only to have received on‐the‐job training.

Originality/value

Provides the evidence and practical guidance on the variety of training support channels and on age‐diverse training practices.

Citation

Newton, B. (2006), "Training an age‐diverse workforce", Industrial and Commercial Training, Vol. 38 No. 2, pp. 93-97. https://doi.org/10.1108/00197850610653162