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Altered Conditions And Attitudes 2 - Slide 1/2


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From the conference Competence 50+ 2007 in Gothenburg, Sweden.

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Altered Conditions And Attitudes 2 - Slide 1/2

  1. 1. <ul><li>Managers that responded: </li></ul><ul><li>Average age 55 </li></ul><ul><li>Women 30 % </li></ul><ul><li>Men 70 % </li></ul>women men Manager´s attitudes to older employees in the local authorities
  2. 2. <ul><li>The attitudes of managers to their older staff in the local authorities </li></ul><ul><li>Managers´ views on retirement in relation to an extension of working life </li></ul><ul><li>Measures to promote an extension of working life </li></ul>
  3. 3. Year 2010 - 2030 in Sweden More than 22 % of the population are 65 or older 22
  4. 4. Retirement age in Sweden (2006 ) 63 Women 61 for women in the local authorities 64 Men 62 for men in the local authorities Sweden Municipality Retirement
  5. 5. <ul><li>- How do managers view older workers? </li></ul><ul><li>Less interested in learning new things </li></ul><ul><li>Less well educated </li></ul><ul><li>Less flexible and ready to embrace change </li></ul><ul><li>More tired and slower </li></ul><ul><li>Hostile to technology </li></ul>
  6. 6. <ul><li>- What conditions must be met for an employee to want to, and be able to, go on working? </li></ul><ul><li>Good physical and mental work environment </li></ul><ul><li>Appreciation, stimulation at work </li></ul><ul><li>Training and development </li></ul><ul><li>Pay increases </li></ul>
  7. 7. Is it important for the organisation to retain employees until they are 65? Important! Not important 59 % 41 %
  8. 8. <ul><li>What do the managers think the employees feel about working until they are 65 or older? </li></ul><ul><li>17 % state that there is an interest in continuing to work </li></ul><ul><li>83% state that there is no interest in continuing to work </li></ul>
  9. 9. - The five most common reasons for employees who are 55 or older to leave working life before they reach 65? Physical ill-health Family life and laisure activities Financial reasons Wives/partners/family members have stopped working Retirement on a contractual pension Physical ill-health Husbands/partners/family members have stopped working Family life and leisure activities Financial reasons Mental ill-health
  10. 10. <ul><li>- What do the managers feel they can do to make it more possible for the employees to go on working longer? </li></ul><ul><li>Reduction of working hours (made possible by pension agreement) </li></ul><ul><li>Flexible working hours </li></ul><ul><li>Pay increases </li></ul><ul><li>Tempo at work </li></ul><ul><li>Reduction of physical work </li></ul>
  11. 11. - Are there special employer-policy strategies in the organisation for workers over the age of 55? 89 % No 11 % Yes
  12. 12. <ul><li>The most common strategies: </li></ul><ul><li>Reduction in working hours </li></ul><ul><li>Pay increases </li></ul><ul><li>Extra free day/days </li></ul><ul><li>Mentorship </li></ul><ul><li>Exemples of special projects: </li></ul><ul><li>Health and leisure activities </li></ul><ul><li>Projects on the transfer of expertise and know-how </li></ul><ul><li>Possibility to reduce working hours </li></ul><ul><li>Mentorship projects </li></ul>
  13. 13. - Is the age perspective taken up in personal development interviews? 32 % Yes 68 % No
  14. 14. <ul><li>Advantages of retaining older employees in the organisation </li></ul><ul><li>Experience and life skills </li></ul><ul><li>Support for younger and new colleagues </li></ul><ul><li>Conscientious </li></ul>
  15. 15. <ul><li>European level </li></ul><ul><li>Lisbon Strategy </li></ul><ul><li>Growth </li></ul><ul><li>Development </li></ul><ul><li>National level/Sweden </li></ul><ul><li>Growth </li></ul><ul><li>Tax base </li></ul><ul><li>The Organisational level </li></ul><ul><li>Contracual pension </li></ul><ul><li>Employ younger workers </li></ul><ul><li>The Individual level </li></ul><ul><li>Positive </li></ul><ul><li>Freedom </li></ul>
  16. 16. <ul><li>- A question of </li></ul><ul><li>Wanting to … </li></ul><ul><li>Being able to … </li></ul><ul><li>Work to 65 or beyond </li></ul><ul><li>What conditions are required? </li></ul>
  17. 17. <ul><li>The manager is a key factor in the creation of the right conditions in the organisation </li></ul><ul><li>- A question of </li></ul><ul><li>Developing management and leadership skills </li></ul><ul><li>Developing employees´ skills </li></ul><ul><li>Developing the organisation </li></ul>
  18. 18. <ul><li>It is necessary: </li></ul><ul><li>Plan in the long term for the supply of competence in the future, even though there may a limited demand for labour at present </li></ul><ul><li>Conduct competence supply work that sees no contradiction between aiming to retain and take care of older employees while, at the same time, aiming to recruit new, younger employees </li></ul><ul><li>Systematically transfer of know-how, expertise and experience to younger employees and new recruits in order to limit the loss of competence </li></ul>
  19. 19. Comments of the Committee of the Regions on demography: “ An early exit from the labour market must not be supported. The societies of Europe, and above all the social partners, should develop new models for the distribution of work throughout the course of an individual’s life. This is, on the one hand, about creating better employment conditions for younger workers and, on the other, about promoting employment to an increasing age”