Working and ageing - Cedefop - Europa
Working and ageing - Cedefop - Europa
Working and ageing - Cedefop - Europa
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<strong>Working</strong> <strong>and</strong> <strong>ageing</strong><br />
Guidance <strong>and</strong> counselling for mature learners<br />
pension <strong>and</strong> social support schemes <strong>and</strong> healthcare costs. Debates are in<br />
train on retirement ages, with legislation being reviewed. Immigration policies<br />
with emphasis on skilled worker migration continue to be a topic of lively<br />
political discussions.<br />
Given the demographic situation of <strong>ageing</strong> populations, it is timely that<br />
policies <strong>and</strong> practices are employed which are supportive of older workers. It<br />
is important economically <strong>and</strong> for social wellbeing that the needs <strong>and</strong> concerns<br />
of this sector of the population be addressed. The western world, <strong>and</strong> Europe<br />
in particular, faces the conundrum of an <strong>ageing</strong> workforce, a demographic<br />
legacy of postworld war baby-boomers many of whom now have to continue<br />
in paid work to support their living needs. In a financially challenged economic<br />
environment, pensions, government subsidies <strong>and</strong> health care are no longer<br />
so readily available. People are living longer <strong>and</strong> with this comes a range of<br />
societal <strong>and</strong> economic pressures. For those wishing to work, the challenges<br />
can be even greater.<br />
Health of people is also a factor for consideration for individuals <strong>and</strong> for<br />
national economics: ʻ[...] people who stay on the job (or in equivalently<br />
intensive volunteer work) remain healthier <strong>and</strong> live longerʼ (Dychtwald et al.,<br />
2006, p. 38). Older age needs to be rethought.<br />
It is slowly being recognised that skilled <strong>ageing</strong>, or older workers will be<br />
increasingly important to companies <strong>and</strong> organisations, <strong>and</strong> shortages of<br />
skilled <strong>and</strong> indeed unskilled workers are already occurring in developed<br />
countries. This chapter discusses models <strong>and</strong> presents recommendations for<br />
guidance <strong>and</strong> counselling for <strong>ageing</strong> workers taking particular note of national<br />
policies <strong>and</strong> organisational approaches. These are developed from analysis<br />
of literature <strong>and</strong> policy documentation.<br />
Currently, employment rates of people aged between 55 <strong>and</strong> 64 are not<br />
high but as reported by Eurostat, there is a gradual increase. In 2008, the<br />
percentages were, for example, for the EU 45.6%, France 38.3%, Germany<br />
53.8%, the Netherl<strong>and</strong>s 53.0%, Finl<strong>and</strong> 56.5%, <strong>and</strong> the UK 58.0% (Eurostat,<br />
2010a, p. 286). Naegele <strong>and</strong> Walker (2011) in research into European policies<br />
relating to older workers point to the need to address recruitment, promotion<br />
<strong>and</strong> task allocation with a lack of prejudice against older workers. They discuss<br />
a range of better practices to support employment of older workers, primarily<br />
with organisations undertaking a whole working life <strong>and</strong> all age groups as a<br />
focus, not just on older workers, with consideration of both short- <strong>and</strong> longterm<br />
needs <strong>and</strong> with remedial provisions for older workers.<br />
However, it is not only the national economic concerns or the business<br />
needs of organisations that should contribute to development of models for