G. Ziniel Eurofound - eSangathan International Conference


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G. Ziniel Eurofound - eSangathan International Conference

  1. 1. Workplace initiatives for Age management in Europe Gerlinde Ziniel European Foundation for the Improvement of Living and Working Conditions
  2. 2. European Foundation research 1996-97: Age barriers in employment 1997-8: Case studies of ergonomic measures 2001-2: Survey on working conditions 2004-5: Employment initiatives for an ageing workforce Emphasis on ‘good practice’ in EU15 and NMS 2006-7: Database of good practice Guide to age management Report on developments in the EU15 and NMS
  3. 3. Eurofound research <ul><li>Document current measures and initiatives in 200 organisations in the EU 27 to improve the employment situation of older workers </li></ul><ul><li>Identify factors influencing the success and sustainability of initiatives </li></ul><ul><li>Review lessons and formulate guidelines for good practice in age management </li></ul>
  4. 4. Products http://www.eurofound.europa.eu/
  5. 5. What is good practice? <ul><li>Good practice in age management is defined as those measures </li></ul><ul><ul><li>that combat age barriers and/or promote age diversity. </li></ul></ul><ul><ul><li>These measures may entail specific initiatives aimed at particular dimensions of age management. </li></ul></ul><ul><ul><li>They may also include more general employment or human resources policies that help to create an environment in which individual employees are able to achieve their potential without being disadvantaged by their age. </li></ul></ul>
  6. 6. Dimensions of age management practice <ul><ul><li>Job recruitment </li></ul></ul><ul><ul><li>Learning, training and lifelong learning </li></ul></ul><ul><ul><li>Career development </li></ul></ul><ul><ul><li>Flexible working time practices </li></ul></ul><ul><ul><li>Health protection and promotion, and workplace design </li></ul></ul><ul><ul><li>Redeployment </li></ul></ul><ul><ul><li>Employment exit and the transition to retirement </li></ul></ul><ul><ul><li>Comprehensive approaches </li></ul></ul>
  7. 7. Examples of initiatives <ul><li>Proviron, Belgium </li></ul><ul><ul><li>Promotion of the work–life balance of all employees </li></ul></ul><ul><ul><li>Transfer of knowledge of experienced staff - Knowledge transfer via CD-Rom - ICT Courses </li></ul></ul><ul><li>Fortis Bank, Luxembourg </li></ul><ul><ul><li>Health and Well-being company policies </li></ul></ul><ul><ul><li>Enforcement of computer training, bank-related training, language courses, and personal training </li></ul></ul><ul><li>OHL ZS, Czech Republic </li></ul><ul><ul><li>Health and Safety policy </li></ul></ul><ul><ul><li>Training programmes cover various subject areas, such as accountancy, computer skills, working with new ICT materials, project management </li></ul></ul>
  8. 8. Benefits of age management measures <ul><li>Raise of the workforce’s overall skills level and capacity for innovation. </li></ul><ul><li>With older employees on the payroll, younger staff see greater potential for career. development: their motivation increases as a result, as does their respect for the performance of their older colleagues. </li></ul><ul><li>Improvements in the quality of an organisation’s products and services. </li></ul><ul><li>In many organisations, the involvement of older employers ensures the maintaining of skills levels and the potential for professional development and internal transfer. </li></ul>
  9. 9. Success factors for age management in organisations <ul><li>Age awareness </li></ul><ul><li>Supportive national policy framework </li></ul><ul><li>Management commitment and competence </li></ul><ul><li>Careful planning and implementation </li></ul><ul><li>Cooperation of all parties concerned – age awareness </li></ul><ul><li>Evaluation, assessment of costs and benefits </li></ul>
  10. 10. Conclusions <ul><li>Need for a comprehensive and coordinated set of policies – acknowledged but only partially implemented </li></ul><ul><li>Integrated approaches are possible and worthwhile – need to extend awareness and commitment </li></ul><ul><li>Policies must consider the whole of working life – working, learning and caring over the life course – but how to operationalise </li></ul><ul><li>Rethinking of pensions - but also disability and rehabilitation schemes </li></ul>
  11. 11. <ul><li>THANK YOU! </li></ul>