在英国促进更好的职业流动性，延长工作寿命

Promoting Better CareerMobility for Longer WorkingLives in the United Kingdom Ageing and Employment Policies Promoting Better CareerMobility for Longer WorkingLives in the United Kingdom This work is published under the responsibility of the Secretary-General of the OECD. The opinions expressed andarguments employed herein do not necessarily reflect the official views of the Member countries of the OECD. This document, as well as any data and map included herein, are without prejudice to the status of or sovereignty overany territory, to the delimitation of international frontiers and boundaries and to the name of any territory, city or area. ISBN 978-92-64-41972-8 (print)ISBN 978-92-64-97329-9 (PDF)ISBN 978-92-64-49716-0 (HTML) Ageing and Employment PoliciesISSN 1990-102X (print)ISSN 1990-1011 (online) Photo credits:Cover © Poznyakov/Shutterstock.com. Corrigenda to OECD publications may be found at: https://www.oecd.org/en/publications/support/corrigenda.html.© OECD 2024 Attribution 4.0 International (CC BY 4.0)This work is made available under the Creative Commons Attribution 4.0 International licence. By using this work, you accept to be bound by the terms of this licence(https://creativecommons.org/licenses/by/4.0/).Attribution– you must cite the work.Translations– you must cite the original work, identify changes to the original and add the following text:In the event of any discrepancy between the original work and thetranslation, only the text of original work should be considered valid.Adaptations– you must cite the original work and add the following text:This is an adaptation of an original work by the OECD. The opinions expressed and arguments employed inthis adaptation should not be reported as representing the official views of the OECD or of its Member countries.Third-party material– the licence does not apply to third-party material in the work. If using such material, you are responsible for obtaining permission from the third party and forany claims of infringement.You must not use the OECD logo, visual identity or cover image without express permission or suggest the OECD endorses your use of the work.Any dispute arising under this licence shall be settled by arbitration in accordance with the Permanent Court of Arbitration (PCA) Arbitration Rules 2012. The seat of arbitration shallbe Paris (France). The number of arbitrators shall be one. Foreword Rapid population ageing, the growth of generative artificial intelligence and the green transition are likelyto lead to a substantial reallocation of jobs across firms, sectors and regions. These trends raise potentiallyimportant challenges for workers who may be at risk of losing their job, but also present new opportunitiesfor career progression, better wages, and better-quality jobs. With longer lifespans, many workers mayalso rethink their career ambitions,including seeking new roles before retirement afteryears in the samejob or switching to more flexible jobs that support skill development while accommodating health andcaregiving needs later in their careers. Creating supportive frameworks thatenable workers to navigatethis transition effectively are crucial to harness the benefits of these transformative changes. Despite the changing environment, however, many mid-to-late career workers face substantial difficultieswhen seeking career or jobchanges. According to a joint OECD/Generation surveyin 2022,lack of relevantjob experience, job-search skills and health were thethreemost cited barriers among workersaged45looking to make a successful job transition. Age discrimination still limits opportunities for career growthand promotion. Only 13% of employers want to hire a candidateaged55-65 compared to 47% willing torecruit30-44year-olds. Eliminating these barriers and supporting mid-to-late career workers who need orwant to change job or career is essential for supporting longer working lives and a more inclusive labourforce. This report builds on OECD’s cross-country report Promoting Better Career Choices for Longer WorkingLives published inMarch2024and is the first in a sequence of reports looking into the challenges, policiesand practices in selected OECDcountries. Other countries covered will include Austria, Belgium, Czechiaand theUnitedStates. As in other countries, career mobility declines with age in theUnitedKingdomandmany older workers with low skills find themselves in poor quality jobs. The report highlights job mobilitytrends as workers age, barriers facing older workers and recommendations to support reforms concerninglabour and educational institutions, and business in the UnitedKingdom to ensure that experiencedworkers can continue to contribute meaningfully to the economy while also enhancing their own jobsatisfaction and career fulfilment. This report on theUnitedKingdomis very timely in view of the just published White Paper on Employment,published by the new UKGovernment, which identifies many of the issues a