Abstract:

Older people suffer discrimination in the labour market in that, their chances of finding employment if they lose their jobs, are small and the longer someone is out of the labour market, the harder it is to return. Although they often do possess the technical and transferable skills required, these are not always recognised. Those who remain in work also encounter discrimination. They are unlikely to receive ongoing training and encouragement for career development, especially if their existing skills and qualifications are at a low level.

This paper is focused in the Spanish situation. We looked for actions and methods in careers guidance for older workers. For this purpose, and in the first place, 52 websites of Spanish trade unions were visited during 2011. Secondly, a quantitative analysis from a macro and micro perspective shows how guidance is provided and who the main beneficiaries are. For that, 117 institutions were interviewed all over the country, 48 Employers organisations, 41 Trade Unions associations and 28 Public Employment services.

We draw the conclusion that in the Spanish labour context, there is a specific need to improve the coordination and effective publicity regarding existing guidance services and their accessibility, especially for older workers. Evidence shows that by age groups, those who make less use of the careers guidance services are workers from 50 to 55 years. They are often unaware of their existence probably as a result of their difficult access or lack of credibility. Many older workers might think that guidance services are like "going back to school" since no specific actions and methods are designed and implemented for this collective.

Spanish guidance services are not taking into account the age of the worker as a relevant factor. Advice and information services are clearly insufficient for meeting older workers' needs.

Keywords:

Older workers, Spain, tools, methods, guidance.