Session 09
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The document discusses active aging policies and strategies in Europe to address demographic changes, including an aging population and declining birth rates. It outlines challenges such as shrinking workforces and increasing social welfare costs. It then presents best practices from European countries to promote active aging through initiatives such as lifelong learning programs, flexible work arrangements, health and safety programs in the workplace, and mentoring of older workers. The presentation argues that active aging policies need to be implemented preventatively to help manage the impacts of demographic change in Europe.
Session 09
- 1. Turning Back the Clock: The Rebirth of Ageing Workers Dr. Stylianos Mavromoustakos Director of Training and Development Unit, Intercollege Göteborg, Sweden – Wednesday, 20 June 2007 Vice President of EfVET
- 2. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Agenda Why? What? Who? How? When?
- 3. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Why?
- 4. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Demographic Change The European Union and Demographic Change Causes of demographic change: Falling fertility rates Increasing life expectancy Changing immigration patterns ‘ Coming of age’ of baby boomer generation Falling fertility rates Increasing life expectancy – Males Increasing life expectancy – Females Changing immigration patterns Demographic change at a glance
- 5. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Facts and Figures According to EU Statistics: The elderly will constitute 33% of the population by 2050 compared to 19% today.. ..over the next two decades the number of Europeans within the 20-29 age group will decrease by 20% while the number in the 50-64 age group will increase by 25% .. ..in 20 years almost a third of the European population will be over 60 .
- 6. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Facts and Figures in Motion EUROSTAT Population Statistics 2006
- 7. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Impact of Demographic Change Most Member States will experience population decline between 2005 and 2050 . The EU working age population (15-64 year olds) will fall by 40 million from 2000 to 2050. This translates into an ageing and shrinking workforce. This is likely to have a profound effect on: European labour markets Social protection systems Health care systems Societal integration as a whole Demographic changes places pressure on pension funds and social insurance schemes . 2000-2050 : The old age dependency ratio will double from 24% to 49% from 2000 to 2050. 2000-2050 : There are 4 people of working age (15-64 years) for every person aged 65 and over. By 2050, there will only be 2 people of working age for every person aged 65 and over.
- 8. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 What?
- 9. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Managing Demographic Change Coping with demographic change and a shrinking workforce: Increase labour force population Increase labour force participation Increase worker productivity These can be done through: Promoting immigration Employing other groups: women, disabled, elderly Increasing fertility rates Changing education systems Extending work life of individuals
- 10. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 European Commission Goals Stockholm European Council (2001) 1. Raise EU employment rate to 70% by 2010 - EU average in 2005 was 63.8% 2. Raise EU employment rate of older workers (55-64 year olds) to 50% by 2010 - EU average in 2004 was 41% Barcelona European Council (2002) To increase the average exit age by five years by 2010 , from 60 to 65 - Average exit age of EU25 is 60.9 years
- 11. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Retirement Society cannot afford to let go of the 50+ generation Until recently retirement trends focused on reducing the retirement age… … nowadays this trend is being reversed as Member States attempt to increase the retirement age of workers in line with the Barcelona European Council (2002) goal. The average retirement age of workers in the EU25 is 61 years , ranging from 58 (Slovenia) to 64 years (Ireland).
- 12. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Age Discrimination Age discrimination is the antithesis of active ageing Employer discrimination on grounds of age is common Employers are often biased towards older workers Organisations often lack corporate focus regarding older workers Absence of programmes to retain or retrain older workers Few efforts are made which directly target this group – the elderly usually fall under efforts made towards eliminating discrimination
- 13. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Employers Views on Older Workers Employers tend to rate older workers negatively with respect to their willingness to be trained and their capacity to deal with new technology Young Workers vs. Older Workers Little, or no experience Very experienced Cost less Cost more Use latest technology Less inclined to use technology
- 14. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Advantages of Older Workers Research shows that older workers are: Very experienced Very competent More flexible about timetables Able to recognize and promptly answer to emergency situations Furthermore, they possess: Human insight and understanding of the service business Positive attitude and punctuality High skills and knowledge Sense of responsibility and loyalty
- 15. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Appreciating Older Workers Some companies appreciate older workers They show their appreciation through: Rewarding older workers for their experience Active recruitment and employment of older workers Continual training and skills development Redeployment of workers to new positions Flexible working practices Health and well being These measures lie at the heart of active ageing
- 16. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Active Ageing Active ageing is : The central concept developed by the EU to deal with an increasingly ageing society A very ambitious policy agenda designed to over come obstacles to active ageing It focuses on: Creating intergenerational cooperation and communication Shifting corporate culture and reducing age discrimination Offering and promoting training opportunities for the elderly Investing in preventative health care policies and schemes for employees
- 17. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Who?
- 18. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Key Players in Active Ageing Three key players in active ageing: Government Industry VET Institutions
- 19. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Life Long Learning – LLL 2005: EU27 total participation rate in LLL = 9.7% Ranging from 1.3% in Bulgaria to 32.1% in Sweden An essential component of the European Employment Strategy (EES) A precondition for a longer working life Offers the highest prospects for effecting long lasting structural change However, yet to be incorporated into working patterns
- 20. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Age and LLL Most countries have not included the needs of older workers in their lifelong learning strategies Employer investment in employee training declines with age Participation in LLL decreases with age Reasons for decreased participation: Lack of motivation Lack of interest Lack of awareness Unattractiveness of courses Dislike of teaching methods
- 21. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 How?
- 22. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Best Practices across Europe Policies and initiatives related to older workers have been developed to the greatest extent in Europe. Best practices are presented relating to: Government initiatives Mentoring schemes Health care schemes and workplace safety Flexible work schedules and duties Information and Communication Technology (ICT) Life long education and training Best practices are not standard practices
- 23. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Best Practice: Government Initiative Project Name: SOS Lavoro Helping unemployed people aged 45 and over to re-enter the labour market by a guidance service operated via a national Tool Free Number Financed by the Ministry of Labour Training of several counselors and operators in providing guidance services Development of a database of organisations involved in offering support services for re-entering labour market Offering counseling and guidance services to citizens Policy : Government (Pilot Project)
- 24. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Best Practice: Mentoring Company: VoestAlpine AG Large-scale steel service company, 24,000 employees Employed a “coach box principle” to technology and programming projects Created “duos” consisting of a younger and an older employee Young employee focused on programming Older employee focused on customer relations and social control Results: Accelerated inclusion of younger employees into stable team through cooperation of older employees Successful project Mutual learning Employee satisfaction Policy: Industry (Own Initiative) Source: AWISE
- 25. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Best Practice: Health and Workplace Safety Company: Dresden Electronic Engineering Information technology 38 employees High percentage of employees over age of 45 Introduced measures to preserve health Results: Employees obtained new, modern workrooms Employees had the opportunity to actively take part in and influence ergonomic configuration of their workrooms and workplaces Policy : Industry (Own Initiative) Source : AWISE
- 26. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Best Practice: Health and Workplace Safety Company : Agrolinz Melanim Chemical industry 1000 employees Health problems exhibited among night shift workers in production division Special health programme offered to shift workers Results: Very well-equipped fitness room for training and exercises New canteen with healthy nutritional offers Hot meals and hot beverages offered during night shift Policy : Industry (Own Initiative) Source: AWISE
- 27. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Best Practice: Flexible Schedules and Duties Company : Shell Flexible working conditions Administrative and executive staff offered flexibility in terms of hours and place of work Results : Allows older workers to work at their own pace and in hours which suit them Policy: Industry (Own Initiative) Source: EFILWC Report
- 28. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Best Practice: Flexible Schedules and Duties Company : Delta Industries Promotes flexibility in many of its factory production units. Production chain consists of specific tasks which require different physical movements Employees perform each task in a chain of production, for limited time each day Results : Older workers no longer excluded from participation Older workers avoided physical strain and boredom Policy: Industry (Own Initiative) Source: EFILWC Report
- 29. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Best Practice: ICT Company : Shell Developed a central electronic information system, called a Kiosk The Kiosk is connected to the management of HR, containing records of their work, training, employment rights, holiday and sick leave, and assessment of their work used for personal development Results : Older workers trust that the company is not basing evaluations on age but on other criteria that are publicly visible and available Policy: Industry (Own Initiative) Source : EFILWC Report
- 30. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Best Practice: Education and Training Project Name: Human Capital in the Picture Aimed to enhance inter-sectoral mobility and to stimulate labour participation particularly for older employees Training 16 employees in order to transfer to a job in another line of business Results : A mechanical woodworker became employed at an odd jobs company A worker from the graphic industry applied for a job in education, as a technical class assistant A worker in the food industry trained to become a social pedagogic worker A production assistant from the meat industry trained to become a pedicure assistant Policy : VET (Pilot Project)
- 31. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Best Practice: Education and Training Project Name : WAGE Education and Consultancy Centre BFI Upper Austria created a centre with tailor-made facilities Offering courses for 45+ employees In 2006 more than 270 individuals signed up for courses Courses cover wide range of topics: new media, languages, communication, memory training, health promotion and personality training Subject matters are adjusted to participants’ requests and needs Teaching speeds were adapted to individuals’ abilities Small groups, maximum of 12 participants Trainers were prepared to train this age group by age management experts Policy: VET (Pilot Project) Source: WAGE
- 32. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Best Practice: Education and Training Project Name: 'EDOL' European Digital Older Learners Training older people to use new technologies, especially in computing and telecommunications A collaborative e-learning environment was created to acquire and improve digital skills Achieved through a network of digital learning facilities in which cultural, historical, economic and geographic information could be exchanged Results : Promotion of mutual respect, increased inter-cultural knowledge Improvement of self-esteem in adult learners Sub-project: :When I was young…” – enriched the project by allowing participants to practice English and use their newly acquired skills Policy : VET (Pilot Project) Source : EDOL
- 33. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 When?
- 34. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 Conclusions and Recommendations Member States must manage demographic change in a preventive manner Extending the working life of individuals is a remedial solution Member States must utilize the full potential of people of all age groups and not just the elderly This could be achieved through: Targeting life long learning measures towards those currently in their 40s and 50s Promoting vocational education and training to the younger generation Changing educational systems so young people enter labour market faster Proactively striving to increase fertility rates across Member States Fertility Rates EU25: 1975=2.02 1995=1.44 2004=1.49
- 35. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 References (1) Annual review of working conditions in the EU 2006-2007 (2007), European Foundation for the Improvement of Living and Working Conditions , available at: http://www.eurofound.europa.eu/ewco/studies/tn0702028s/tn0702028s.htm . Confronting demographic change: a new solidarity between the generations (2005), European Commission , Green Paper, available at: http://ec.europa.eu/employment_social/news/2005/mar/comm2005-94_en.pdf . EDOL: European Digital Older Learner (2004-2007), Pilot Project financed by Grundtvig-2 programme, The Netherlands, available at: http:// www.edolproject.com / . Europe’s response to World Ageing, Promoting economic and social progress in an ageing world (2002), Communication from the Commission to the Council and the European Parliament, available at: http://europa.eu/eur-lex/en/com/cnc/2002/com2002_0143en01.pdf . Good practice study: Germany, Greece and Spain (2005), AWISE – Ageing Workforce in Small Enterprises, European Union project report, available at: http://www.awise-project.net/ . Human Capital in the Picture (2006-2007), Intersectoral Mobility Pilot Project, Ministry of Social Services and Employment , The Netherlands, available at: www.overijssel-in-progress.nl .
- 36. Dr. Stylianos Mavromoustakos Göteborg, 20-06-2007 References (2) Mestheneos, E. and Kapolou-Ioannidi, E., (2006) Employment and labour market policies for an ageing workforce and initiatives at the workplace , National Overview Report undertaken for the European Foundation for the Improvement of Living and Working Conditions , Dublin, available at: http://www.sextant.gr/docs/OWEFoundstudyforweb.doc . Overcoming the Barriers and Seizing Opportunities for Active Ageing Policies in Europe (2005), ACTIVAGE Final Report, project funded by the European Community under HPSE programme, available at: http://www.iccr-international.org/activage/en/index.html . Population Statistics (2006), European Commission, EUROSTAT , available at: http://epp.eurostat.ec.europa.eu/cache/ITY_OFFPUB/KS-EH-06-001/EN/KS-EH-06-001-EN.PDF . SOS Lavoro (1997-1998), Pilot Project financed by Ministry of Labour , Italy, available at CSCS website: http://www.cscs.it/ . WAGE: Winning Age, Getting Future (2006), pilot project, Austria, available at: http://www.bfi.or.at/en/projects/index.htm .
- 37. Thank you for your attention