Working and ageing - Cedefop - Europa

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148 Working and ageing Guidance and counselling for mature learners of models contributing to development of recommendations to address the situation of an ageing workforce considering the needs of older workers. Reference is made to a cross section of European developments. The desk search of literature employed a key word approach, including the terms older workers, ageing workforce, baby-boomers, lifelong learning, policies on employment of older workers, exit age from workforce, opportunities for education and training and with focus on a selection of European countries. 8.2. A snapshot of older workers and work ʻOlderʼ is an adjective used to describe people over 50, over 55, or older. The years of age attached to the ʻolderʼ category vary. Ages for retirement vary from country to country, ages to obtain State pensions where they exist, vary. Frequently, there is a lower age for women, a higher age for men. These workers, the baby-boomers, are causing concerns. Gielen (2009, citing OECD, 2004) reports that for the UK by 2050 the 65 plus age group will form 47% compared to the total working age population percentage. This is compared with 27% in 2003. It is such demographic predictions that underline the concerns for discussing the older worker, the ageing worker. Naegele and Walker (2011) note that people of 50 years and over represent one in five of the workforce and this level of participation will increase. They report Sweden, Denmark and the UK as having the highest employment rates of older persons. Given such trends and the impact of the global financial crisis, the European Commission goal to increase employment rates considerably has not been achieved. ʻOne of the five EU targets of Europe 2020 strategy is to raise the employment rate to 75% by 2020. Current indications are that the EU will fall short of this target by 2-2.4% – a shortfall that can be made up through adoption of measures to create jobs and increase labour participation. Given the ageing EU population and relatively low use of labour compared to other parts of the world reforms are needed to promote skills and create incentives to workʼ (European Commission, 2011a, p. 5). Strategies recommended to support achievement of the 75% goal are multipronged, advocating reforms to encourage inclusion of all groups in work, and including flexible work arrangements, child care, increasing the retirement age, taxation and pensions (European Commission, 2011a). Employment of women, young and older workers will need to be increased. These strategies
will need to be supported by structural reforms if the ambitious goal is to be reached and they will need to be complemented by addressing skill needs through more and better education and training, promoting a lifecycle approach to active ageing, and creating more inclusive labour markets as well as tackling labour market segmentation and segregation (European Commission, 2011b). A snapshot of the 50 to 64 age group is presented in Table 8.1, drawing statistical information from Eurostat reports (2010 a,b,c and d). Percentages of people in age class, employment, workforce exit age and lifelong learning provide an indication of the location of the age group in age category, the number in employment, the age of leaving work, and overall participation in lifelong learning. Eurostat takes a broad definition of lifelong learning, describing it as activity on an ongoing basis to improve knowledge, skills and competence (2010c, p. 84). This provides an indication of overall rather than specific education and training. Sweden, although not listed in Table 8.1, has the highest percentage of employment for the 55-64 age group at 70.1% (Eurostat, 2010b, p. 91). The EU benchmark for older workers, that is 55-64 years, employment rate is 50%, which has been achieved by some countries. Table 8.1. Snapshot of Eurostat information on the ageing population Country Age class % (50-64 years) 2008 EU-27 18.6 45.6 61.4 8.5 France 18.6 38.3 60.0 7.2 Romania 18.2 43.1 64.3 1.5 Finland 21.5 56.5 61.7 (*) 23.1 UK 18.0 58.0 63.0 19.9 (*) 2003. Source: Eurostat (2010a, p. 53, 85 and 91; 2010d). CHAPTER 8 Policy, research and practice: supporting longer careers for baby-boomers 149 Employment % (55-64 years) 2008 Workforce exit age 2009 Lifelong learning % (25-64 years) 2008 The picture that emerges from this snapshot of a cross section of European countries is that there is diversity, and that local situations, national policies and global trends have an impact on employment, age of exit from work and opportunities for training.
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EN Working and ageing Guidance and
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A great deal of additional informat
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Foreword Population ageing is one o
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Acknowledgements This publication r
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8. Policy, research and practice: s
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14.2. Participation rates of indivi
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CHAPTER 1 Setting the scene: promot
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To improve quality and transparency
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Gomes present the set-up and outcom
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CHAPTER 2 Do European employers sup
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CHAPTER 5 Cognitive ageing in older
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life, much will change. Cate and Jo
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CHAPTER 10 Career development in la
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CHAPTER 11 Maintaining senior emplo
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CHAPTER 13 A Swedish programme for
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CHAPTER 14 Realising the potential
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CONCLUSIONS Ageing Europe at work -
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EN Working and ageing Guidance and
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Working and ageing - Cedefop - Europa

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