Le projet eSangathan et son White Paper Petit Déjeuner Boostzone Paris, le 30 septembre 2008 Nicole TURB É-SUETENS

Le cadre contractuel Un projet de 2 ans financé par le programme IST (FP6) 1 octobre 2006 au 30 septembre 2008 Budget : 750 K€ Challenge 7 : ICT for Independant Living and Inclusion Projet d’action de support à la recherche

Un projet de 2 ans financé par le programme IST (FP6)

1 octobre 2006 au 30 septembre 2008

Budget : 750 K€

Challenge 7 : ICT for Independant Living and Inclusion

Projet d’action de support à la recherche

eSangathan – Basic idea Social model (India) – expert retirees Technological Environment – CWE (Europe)

Social model (India) – expert retirees

Technological Environment – CWE (Europe)

The 3 pillars of eSangathan Employment & Social Innovation Senior Knowledge Workers

Employment

&

Social Innovation

Organisation du projet Methodology & Tools - from hierarchy to heterarchy 2 Pilots + the consortium itself Entrepreneurial pilot in Öresund in Europe Corporate pilot in Mahindra & Mahindra in India Collaborative working environments Various collaborative platforms Blogs and Wikis Social bookmarking Communication Newsletters CWE – State of the Art One year of operations Mumbai Conference Brussels conference Final report White Paper

Methodology & Tools - from hierarchy to heterarchy

2 Pilots + the consortium itself

Entrepreneurial pilot in Öresund in Europe

Corporate pilot in Mahindra & Mahindra in India

Collaborative working environments

Various collaborative platforms

Blogs and Wikis

Social bookmarking

Communication

Newsletters

CWE – State of the Art

One year of operations

Mumbai Conference

Brussels conference

Final report

White Paper

EU-Commission issues Active Ageing Workforce (AAW) and Ageing Well are two different topics Active aged workers = talent, skills, experience = precious economic resource AAW is a scattered topic in the EU-Commission between 4 DGs and never THE core topic

Active Ageing Workforce (AAW) and Ageing Well are two different topics

Active aged workers = talent, skills, experience = precious economic resource

AAW is a scattered topic in the EU-Commission between 4 DGs and never THE core topic

Demographics

L’évolution de la pyramide EU-25

Active Ageing Workforce Is a specific population segment Knowledge workers are also a segment The knowledge worker is a professional who works and applies his/her intellectual capacities to create, process, distribute and connect information, ideas and expertise AAKW is a growing segment; the builder of the knowledge society Statistical systems have not yet adapted ICT is a key enabler

Is a specific population segment

Knowledge workers are also a segment

The knowledge worker is a professional who works and applies his/her intellectual capacities to create, process, distribute and connect information, ideas and expertise

AAKW is a growing segment; the builder of the knowledge society

Statistical systems have not yet adapted

ICT is a key enabler

Occupational structure

AAKW and ICT CWE become basic ICT tools for knowledge workers to: Share, produce, distribute, publish knowledge Transfer knowledge Capitalise knowledge and develop intangible assets Enable a smooth intergenerational co-operation It is the way to co-create knowledge

CWE become basic ICT tools for knowledge workers to:

Share, produce, distribute, publish knowledge

Transfer knowledge

Capitalise knowledge and develop intangible assets

Enable a smooth intergenerational co-operation

It is the way to co-create knowledge

Des chiffres pour alimenter le débat Taux d’emploi des 55-59 en Europe Taux d’emploi des 60-64 en Europe Auto-perception d’état de santé Age officiel et effectif de la retraite Niveaux de formation (hommes) La formation continue par tranche d’âge Corrélation entre formation et emploi pour le 55-64 Corrélation emploi, genre, compétences Compétences par tranche d’âge eSkills des 55-74 en Europe Utilisation internet par groupe d’âge

Taux d’emploi des 55-59 en Europe

Taux d’emploi des 60-64 en Europe

Auto-perception d’état de santé

Age officiel et effectif de la retraite

Niveaux de formation (hommes)

La formation continue par tranche d’âge

Corrélation entre formation et emploi pour le 55-64

Corrélation emploi, genre, compétences

Compétences par tranche d’âge

eSkills des 55-74 en Europe

Utilisation internet par groupe d’âge

Taux d’emploi des 55-59 en Europe

Taux d’emploi des 60-64 en Europe

Auto-perception d’état de santé

Age officiel et effectif de la retraite

Niveaux de formation (hommes)

La formation continue par tranche d’âge

Corrélation entre formation et emploi pour le 55-64

Corrélation emploi, genre, compétences

Compétences par tranche d’âge

eSkills des 55-74 en Europe

Utilisation internet par groupe d’âge

Recommendations at EU-Level Consider the AAW as a strategic topic More transversal actions; no more silos More detailed statistics using 5-years segments Define better the occupational structure « skilled non manual » (42,5% of 55-64 in 2006) Identify clearly the knowledge workers as a population Co-ordonate, organise and disseminate « good practices »

Consider the AAW as a strategic topic

More transversal actions; no more silos

More detailed statistics using 5-years segments

Define better the occupational structure « skilled non manual » (42,5% of 55-64 in 2006)

Identify clearly the knowledge workers as a population

Co-ordonate, organise and disseminate « good practices »

Recommendations to Public Bodies Implement a national ICT-training policy for AAW + assessment system Make sure social strategy, retirement policy and labour legal system are coherent Improve the ICT skills of the employment agents who are supposed to counsel and coach unemployed aged workers

Implement a national ICT-training policy for AAW + assessment system

Make sure social strategy, retirement policy and labour legal system are coherent

Improve the ICT skills of the employment agents who are supposed to counsel and coach unemployed aged workers

Recommendations to Corporations Implement an « age pyramid » mgt system Introduce an ageing workforce policy Guarantee equal opportunity for training Organise knowledge transfer while managing intergenerational relationship Develop employee ICT-employability

Implement an « age pyramid » mgt system

Introduce an ageing workforce policy

Guarantee equal opportunity for training

Organise knowledge transfer while managing intergenerational relationship

Develop employee ICT-employability

Recommendations to individuals Manage your personal skills Education, training, more education and more training Assess your eSkills on a regular basis Update your skills Develop your knowledge

Manage your personal skills

Education, training, more education and more training

Assess your eSkills on a regular basis

Update your skills

Develop your knowledge

THANK YOU www.esangathan.eu www.esangathan.in www.esangathan.fr www.esangathan.se Presentations Documents Co-ordinator: Nicole Turbé-Suetens nts @distance-expert.com

www.esangathan.eu

www.esangathan.in

www.esangathan.fr

www.esangathan.se

Presentations

Documents

Co-ordinator: Nicole Turbé-Suetens

nts @distance-expert.com