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Turning Back the Clock:  The Rebirth of Ageing Workers   Dr. Stylianos Mavromoustakos   Director of Training and Developme...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Agenda  <ul><ul><li>Why? </li></ul></ul><ul><ul><li>What? </li></ul></u...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 <ul><ul><li>Why?   </li></ul></ul>
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Demographic Change <ul><ul><li>The  European Union  and  Demographic Ch...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Facts and Figures  <ul><ul><li>According to EU Statistics: </li></ul></...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Facts and Figures in Motion <ul><ul><li>EUROSTAT  Population Statistics...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Impact of Demographic Change  <ul><ul><li>Most Member States will exper...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 <ul><ul><li>What?  </li></ul></ul>
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Managing Demographic Change  <ul><ul><li>Coping with demographic change...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 European Commission Goals  <ul><ul><li>Stockholm European Council (2001...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Retirement  <ul><ul><li>Society cannot afford to let go of the 50+ gene...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Age Discrimination  <ul><ul><li>Age discrimination is the antithesis of...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Employers Views on Older Workers <ul><ul><li>Employers tend to rate old...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Advantages of Older Workers  <ul><ul><li>Research shows that older work...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Appreciating Older Workers  <ul><ul><li>Some companies appreciate older...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Active Ageing <ul><ul><li>Active ageing is : </li></ul></ul><ul><ul><li...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 <ul><ul><li>Who?   </li></ul></ul>
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Key Players in Active Ageing  <ul><ul><li>Three key players in active a...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Life Long Learning – LLL  <ul><ul><li>2005: EU27  total participation r...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Age and LLL <ul><ul><li>Most countries have not included the needs of o...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 <ul><ul><li>How?   </li></ul></ul>
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Best Practices across Europe  <ul><ul><li>Policies and initiatives rela...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Best Practice:  Government Initiative   <ul><ul><li>Project Name:  SOS ...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Best Practice:  Mentoring   <ul><ul><li>Company:  VoestAlpine AG </li><...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Best Practice:  Health and Workplace Safety  <ul><ul><li>Company:   Dre...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Best Practice:  Health and Workplace Safety  <ul><ul><li>Company :  Agr...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Best Practice:  Flexible Schedules and Duties <ul><ul><li>Company : She...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Best Practice:  Flexible Schedules and Duties <ul><ul><li>Company : Del...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Best Practice:  ICT   <ul><ul><li>Company : Shell  </li></ul></ul><ul><...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Best Practice:  Education and Training  <ul><ul><li>Project Name:  Huma...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Best Practice:  Education and Training  <ul><ul><li>Project Name :  WAG...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Best Practice:  Education and Training  <ul><ul><li>Project Name:  'EDO...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 <ul><ul><li>When?  </li></ul></ul>
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 Conclusions and Recommendations <ul><ul><li>Member States must manage d...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 References  (1)   <ul><ul><li>Annual review of working conditions in th...
Dr. Stylianos Mavromoustakos  Göteborg, 20-06-2007 References  (2)   <ul><ul><li>Mestheneos, E. and Kapolou-Ioannidi, E., ...
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Session 09

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

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Session 09

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

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