Despite being out of the job market for 17 years, Alison Pavitt thought she might as well have a go at answering an ad in her local paper for a nursery assistant. 'I didn't hold out much hope that I'd get it,' she says. 'I hadn't been to an interview in years and my confidence was really low. I really felt I had blown the whole thing.'
As it turned out she got the job. The interviewers were impressed with her air of capability and the fact that she had wide experience of children through bringing up her own family. They also appreciated her involvement with her children's school activities.
Since then Ms Pavitt has completed her NVQ Level 2 and is planning to start an NVQ Level 3. At 43 years old she is at the younger end of the spectrum of 'older' employees who are very much under-represented in UK nurseries.
This is to the detriment of the sector, according to Alison Midgley, who co-owns the Crocus Early Years Centre in Saffron Waldon, Essex, where Ms Pavitt is employed. 'Older employees bring a diversity of experience,' she says. 'They can cope with the mundane and they can ride out a crisis. They tend to have a broad outlook and can support younger staff.'
Untapped workforce
There can be no doubt that this largely untapped workforce is destined to become more important. It is now well documented that with a decreasing younger population, the UK's employment profile will change significantly over the next few years.
For example, according to the Office of National Statistics, the number of 50-year-olds alone will have increased by over 100,000 by 2011. In line with this, focus will need to be given to accessing the older labour market and increasing skills levels.
At the moment there is a clear imbalance between old and young workers in the sector. Sure Start's 2002-2003 Workforce Survey highlighted that three-quarters of paid staff are under the age of 40 and nearly all are female. With the Government committed to recruiting around 175,000 to 180,000 new childcare workers to meet its targets for 2006, this will have to change.
Early years settings are going to have to give more thought to how they attract older workers. At the National Day Nurseries Association (NDNA), chief executive Rosemary Murphy says, 'Managers are well aware that parents like to see mature staff working alongside younger staff and they welcome older employees. Mature childcarers often have their own families, bring a wealth of experience to their roles and stability to the workforce.'
Ms Murphy emphasises that mature workers need to build on their experience by gaining qualifications and there are many routes available for this, from APEL accreditation of prior learning for returners to NVQ training while working.
'For many mature workers confidence can be an issue and nurseries need to ensure that they work to overcome this,' she says. 'A simple line in job adverts saying "mature applicants welcome" can make a big difference.'
Nursery posts can be made more appealing to the over-forties by rethinking staffing patterns and creating more flexible and part-time positions. Older people approaching retirement, in particular, may want to work part time.
The profile of these job opportunities needs to be raised and practical resources made widely available.
Ms Murphy says, 'The Sure Start Unit website has a wealth of information and NDNA has produced a "Working in a Day Nursery" video focusing on five childcare workers, including a returning mother over 40. Local EYDCP recruitment officers should also be able to help and will run Making Choices courses that should address the needs of older recruits.'
June O'Sullivan, chief executive of the Westminster Children's Society, would like to see apprenticeship schemes stepped up to focus on bringing older recruits into childcare but feels that the perception of apprenticeships - as something only young people do - is hard to overcome.
On the subject of New Deal 50 Plus - where people are helped to get back to work through special Jobcentre advisors - Ms O'Sullivan feels employees are hard to access.
'These kinds of schemes are dependent on local authorities and the capabilities of staff in different areas,' she says. 'What we really want to see is concrete take-up, which is not happening at the moment.'
Myths and misconceptions
Ms O'Sullivan also feels that myths about older workers get in the way of reality. 'There are a lot of misconceptions - like the idea that older people can't deal with change or that they are of the mind-set where they will want to do the minimum until retirement,' she says. 'Creating a balance is the crucial thing and we have effective teams that span 19- to 60-year-olds. We operate equal opportunities and try to target people of all ages and experience.'
One of her staff members is Maureen Wale, a practitioner for 30 years and now, in her fifties, manager at the Charing Cross Community Childcare Centre. 'I am the oldest in my team, but I don't see myself as being old at all,' she says. 'I have as much stamina as the younger ones and I feel I can bring a wide experience to bear. At the same time practice in early years is changing constantly, and whatever your age, you have to be prepared to go with those changes.'
She has recently updated her management, food hygiene, first aid and Makaton knowledge. 'Training is important but common sense is as well,' she says. 'Older people tend to be calmer and less inclined to panic, although it is down to the individual.'
Tina Georghiou, who manages the Lisson Green Community Childcare Centre in south London, testifies to the fact that the early years workforce is becoming more diverse. In her late thirties, she used to be the oldest in the team but now she is in the middle. 'Our oldest team member is Mary who is 62,' she says. 'She has been a practitioner for many years but has only recently chosen to extend her qualifications by becoming a SENCO nursery officer.'
Ms Georghiou adds, 'She has a wealth of experience and she is not prone to panicking. She can see the bigger picture and doesn't think in terms of black and white.'
Attracting older candidates has not been a problem for Stepping Stones nursery in Pimlico where its 31-year-old acting manager, Gill Springer, says there is mutual respect between staff young and old.
'There isn't usually a problem with young practitioners managing older staff,' she says. 'Occasionally someone will think there are things they know that a younger person doesn't - and there has been the odd occasion when an older member of staff has tried to mother me. Although it shouldn't be assumed, some older people may also have to work that little bit harder to get up to speed on the IT side of things.'
Ms Springer emphasises that it is a question of whether an individual is right for the job - whatever their age. If more employers can develop this mind-set then children, parents and professionals all stand to benefit.
Further information
* www.newdeal.gov.uk - information on how New Deal 50 Plus can be accessed
* www.worktrain.gov.uk - advice on training that is available in local areas
* www.jobcentreplus.gov.uk - information on Childcare Partnership managers and personnel advisors
* www.dwp.gov.uk - the Department for Work and Pensions website with information about policies and working tax credits
* www.lsc.gov.uk - the Learning and Skills Council, with information about apprenticeships
Getting back to work
* The Sure Start Unit has produced a range of resources, including publications and marketing tips, designed to help local authorities and their Early Years Development and Childcare Partnerships to develop successful recruitment campaigns.
* Childcare Partnership managers in Jobcentres can provide advice and help to those wishing to work in childcare.
* New Deal 50 Plus is a voluntary programme, which delivers training and benefits. There is no upper age limit to eligibility and it is targeted at those who are on benefits including Income Support, Jobseeker's Allowance and Incapacity Benefit. Help is provided by personal advisors at Jobcentres. If an individual takes up work with the help of the scheme, they are entitled to 1,500 for relevant training and up to 300 to pay for life-long learning skills training. Employees will also be able to gain the 50-Plus element of the working tax credit.
