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Working and ageing
180 Guidance and counselling for mature learners

9.2.6. Older workersʼ careers: dynamic or stable
Many of our older respondents were engaged in active career development
in their 40s and 50s. However, a few had decided they were not going to
engage any further in substantive learning and development above what was
required to work effectively in their current job: one respondent represented
this as ʻcoastingʼ (doing the minimum possible) while waiting for (preferably
early) retirement. One respondent did recognise that there dangers associated
with ʻcoastingʼ in that employability becomes dependent almost solely upon
the current job. This attitude was sometimes also linked with lack of reflexivity
of individuals to think about their own skills, a reluctance to think in terms of
skill sets – rather there was a tendency to rely on attachment to an
occupational or organisational identity that may be vulnerable to change. In
this context, coupled with the demographic shift towards an ageing workforce,
there could be real cost-benefit advantages in offering mid-career workers
guidance which could extend the length of their careers. One benefit could
come from an increased willingness to continue working after a career shift
for some, while others could also value the guidance process for affirming
them in their current path.
Available evidence including our research survey and the associated
literature review, together with the policy challenges outlined above all
highlight the importance of job mobility for individuals in a range of contexts
to support upskilling, reskilling, employability and integration of older workers
for longer in the labour market. The literature review and the survey also
highlighted how individuals often valued support in making career decisions.
This support could take various forms, but from a policy perspective access
to career advice and guidance services for adults at times of transition appears
crucial for positive outcomes both for the individual and smooth functioning of
the labour market.

9.2.7. Guidance for (re)engaging older workers in learning
and development
While career guidance services for adults at times of transition has positive
outcomes for individuals and the labour market, issues of access to such
provision remain a challenge. Indications from the research are that
differentiated needs-based services would be the most cost-effective way of
ensuring that the career development support needs of individuals are
appropriate or relevant to particular phases and stages of their career
trajectories. For example, workers in undemanding jobs (low-skilled
employment), those wishing to change sectors or seeking to change intensity