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Project EMPOWER+
“European Network for Promoting Active
Ageing: Mature-age Employees as Mentors,
Coaches and Team-Leaders”...
2
Demographic
development/
Population
EMPOWER+ Final Conference
 All regions had a growth of
population between 2000 and
...
3
Demographic
development/
Population
EMPOWER+ Final Conference
 Concerning the age group of
50 to 64 the German Region
T...
4
Demographic Risk: Demographic
Location Risk in Empower-Regions
2008 (-5 to 5)
EMPOWER+ Final Conference
 Location risk:...
5
Demographic Risk: Ageing in Empower-
Regions 2003-2040
EMPOWER+ Final Conference
 Ageing contributes to
demographic cha...
6
Labor market in the
regions
EMPOWER+ Final Conference
 Tübingen had a decline of
employment 2003/2004
 Tübingen: But d...
7
Labor market in the
regions
EMPOWER+ Final Conference
 The age group of 55 to 64
years reaches a low
participation rate...
8
Labor market in the
regions
EMPOWER+ Final Conference
 Reforms of the pension
system (Germany) and
reduction of public ...
9
Labor market in the
regions
EMPOWER+ Final Conference
 The unemployment rates are
rather high and rising in the
Greek r...
10
Labor market in the
regions
EMPOWER+ Final Conference
 Spain had a high participation
to measures of education and
tra...
 Even if the effects are regionally very different, all regions struggle to remain competitive
in the strains of the cris...
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Comparative analysis of the socioeconomic and demographic change in Europe: indicators and statistics

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Verso l’Europa 2020 - imprese e persone che cambiano

Evento Finale del Progetto EMPOWER+ “Rete Europea per la promozione dell’occupabilità: lavoratori senior come Mentor, Coach e Team-Leaders”

Intervento di Nikos Vasileiadis: Trek Consulting (Grecia)


“Verso l’Europa 2020, persone e imprese che cambiano” è il titolo con cui si è celebrato il 24 settembre 2013 in IFOA, a Reggio Emilia, l’evento finale del progetto europeo “Empower Plus”, realizzato da un partnership costituita da enti rappresentativi di diversi paesi europei: Grecia, regione della Macedonia Centrale, Germania, Spagna e Italia che con IFOA ha contribuito al progetto apportando la sua esperienza nella formazione.

Il convegno si è soffermato sull’importanza del mantenimento del filo di collegamento intergenerazionale che garantisce la continuità nel ricambio all’interno delle organizzazioni: mantenere il patrimonio di conoscenze che i lavoratori più anziani detengono e studiare e praticare modalità di trasferimento delle competenza ai più giovani significa per le imprese sopravvivere al cambiamento e assicurarsi continuità e innovazione.

Resto perchè cambio: così l’invecchiamento attivo sul posto di lavoro diventa un valore sociale, una ricchezza per l’impresa, un’ opportunità per i giovani, un arricchimento per i lavoratori maturi.

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Transcript of "Comparative analysis of the socioeconomic and demographic change in Europe: indicators and statistics"

  1. 1. Project EMPOWER+ “European Network for Promoting Active Ageing: Mature-age Employees as Mentors, Coaches and Team-Leaders” (REF. 2011-1-GR1- LEO05-06795) Comparative analysis of the socioeconomic and demographic change in Europe: indicators and statistics
  2. 2. 2 Demographic development/ Population EMPOWER+ Final Conference  All regions had a growth of population between 2000 and 2010  But the growth rate was very different.  Strongest growth in the region Emilia-Romagna (Italy) of almost 11 %.  In the German region Tübingen it was was very low (almost 3 %). Population development from 2000 to 2010 in Empower-Regions (NUTS II) (Index 2000 = 100) Source: Eurostat 2012, INIFES own calculation
  3. 3. 3 Demographic development/ Population EMPOWER+ Final Conference  Concerning the age group of 50 to 64 the German Region Tübingen had the largest growth rate: Almost 24 % was the increase rate since 2000 until 2010.  In Emilia-Romagna in Italy the growth rate reached almost 7 % .  Connection between population growth and ageing process: In Tübingen the growth rate is low, but the increase of 50+ is high. In Emilia-Romagna vice-versa.  Different from this, is the situation in Attiki region in Greece where the population growth and the ageing rate is Population development of the age group 50 to 64 years from 2000 to 2010 in Empower- Regions (NUTS II) (Index 2000 = 100) Source: Eurostat 2012, INIFES own calculation
  4. 4. 4 Demographic Risk: Demographic Location Risk in Empower-Regions 2008 (-5 to 5) EMPOWER+ Final Conference  Location risk: arithmetic mean of the scores for the location factors: Labour Supply, Human Capital, Productivity plus Research and Development.  No high demographic location risk in any Empower region. But high opportunities for Tübingen.
  5. 5. 5 Demographic Risk: Ageing in Empower- Regions 2003-2040 EMPOWER+ Final Conference  Ageing contributes to demographic change.  Compared to average aging and population growth in the EU- 27, Tübingen is characterized by fast ageing processes (+ 5.6 years older) as well as Kentriki Makedonia (8.9 years ageing until 2030).  In País Vasco, the population will age by 7.4 years. In Emilia- Romagna the mean age will increase by 3.5 years in 2030.
  6. 6. 6 Labor market in the regions EMPOWER+ Final Conference  Tübingen had a decline of employment 2003/2004  Tübingen: But during the crisis years since 2009 the employment shrunk very slowly in comparison to the other Empower regions.  The regions in Greece and Italy have a constant loss of employment since 2008.  The País Vasco recovers since 2010. Employment development from 2000 to 2010 in Empower-Regions (NUTS II) (Index 2000 = 100) Source: Eurostat 2012, INIFES own calculation
  7. 7. 7 Labor market in the regions EMPOWER+ Final Conference  The age group of 55 to 64 years reaches a low participation rate at the labour market in relation to younger age groups.  In Tübingen the employment rate of the 55+ has grown a lot due to demographic effects (shrinking cohorts since 2002 due to WWII- effects on birth rates in Germany) and the strong growth of part-time work and low-paid jobs for mature-age persons in Germany.  In the other regions the employment rate of 55+ didn’t develop that strong. Employment rates by age groups in Empower-Regions (NUTS II) Source: Eurostat 2012, INIFES own calculation
  8. 8. 8 Labor market in the regions EMPOWER+ Final Conference  Reforms of the pension system (Germany) and reduction of public budgets (Greece, Spain) result in the increase or in the reduction of the average exit age in the different countries.  This may lead to different durations of employees’ work lives in the different national schemes.  2010 the duration of work life in Germany lasts approximately 7 years longer than in Italy (may change due to pension scheme reforms). Average Exit age in Empower-Countries Source: Eurostat 2012, INIFES own calculation
  9. 9. 9 Labor market in the regions EMPOWER+ Final Conference  The unemployment rates are rather high and rising in the Greek regions.  The País Vasco had a turnover of the strong rising unemployment rate since 2008, but it is still remaining on a high level (10,5 % in 2010).  In Emilia-Romagna and Tübingen the unemployment level is significantly lower than in the other regions. Even in the crisis year 2009 in Tübingen the unemployment didn’t rise a lot (like in Germany in general due to short work regulations). Unemployment rates in Empower Regions (NUTS II) 2006-2010 Source: Eurostat 2012, INIFES own calculation
  10. 10. 10 Labor market in the regions EMPOWER+ Final Conference  Spain had a high participation to measures of education and training in 2010 (traditionally).  But in all countries the participation rate is very low and shrinking for older age groups (45 to 54 and 55 to 64).  In general, it has to be assumed that high level of training attainment will lead to high employment performance (over the whole life course). Participation in education and training by age groups 2010 (in percent) Source: Eurostat 2012, INIFES own calculation
  11. 11.  Even if the effects are regionally very different, all regions struggle to remain competitive in the strains of the crisis.  In general the recession and the economic crisis are the dominant factors defining the future of all public and private organizations.  The effects of the recession are (in some regions) high unemployment for all age groups including the 55+ years, poverty, halting of all investments, minimization of private consumption etc.  Companies “struggle to survive” due to the world crisis  Uncertainty of development of general conditions (economy, social schemes, transition of pension systems etc.)  Decrease in private income and savings and hard times to grow up a family  Education and training may help to overcome demographic challenges.  High demand of training for mature-age employees to reduce the risk of age poverty. Improvement of low participation of employees over 55 in training activities is necessary.  The use of ICTs needs to be promoted among the senior population.  Establishing training activities concerning a leadership culture of “awareness”, “acknowledgment” and “age-sensitiveness”. 11 Some conclusions EMPOWER+ Final Conference
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