Working and ageing - Cedefop - Europa
Working and ageing - Cedefop - Europa
Working and ageing - Cedefop - Europa
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CHAPTER 8<br />
Policy, research <strong>and</strong> practice: supporting longer careers for baby-boomers 155<br />
ʻ[…] change in employment practices <strong>and</strong> behaviours; emphasis on job<br />
placement; expansion of sources of employment; targeted, motivated training<br />
in an individualised programme <strong>and</strong> local management based on partnership.<br />
A proactive policy must guide public authorities, enterprises, unions, <strong>and</strong><br />
workers.ʼ<br />
ʻLearning at any ageʼ is important. Skills gained throughout all stages of life<br />
can be used, accreditation of experience, lifelong learning emphasised, <strong>and</strong><br />
tutoring <strong>and</strong> mentoring valued, for learning across generations. For such<br />
values <strong>and</strong> approaches to be supported human resources managers <strong>and</strong><br />
departments need to think differently about all workers, with concern for<br />
working conditions, <strong>and</strong> health <strong>and</strong> wellbeing.<br />
These positive initiatives are a start but, as noted by the OECD, ʻthe<br />
government is clearly set on addressing the problem, but for reforms to work,<br />
attitudes must also change. Companies <strong>and</strong> workers have not yet risen to the<br />
challenge. France cannot afford to continue retiring early for much longer. The<br />
price of inaction would be too greatʼ (OECD, 2010c, p. 2).<br />
Using cultural historical activity theory, Migliore (2009) argues that older<br />
workers need to keep learning to cope with challenges in their work. In<br />
research into two case studies of enterprises in Turin, Italy, older workers are<br />
reported as finding that experience could assist in adapting procedures to<br />
changed conditions <strong>and</strong> in achieving engagement. She argues that<br />
apprenticeship programmes could benefit from involvement of older workers<br />
in sharing their knowledge. Intergenerational learning can be positive for<br />
individuals <strong>and</strong> the organisation.<br />
Simonazzi (2009, p. 25-26) describes the UrbAct project, which is an active<br />
age project involving nine European cities with a range of plans for active<br />
involvement of older workers, supporting an integrated life course, with<br />
transitions throughout. Flexibility <strong>and</strong> communication are key aspects of the<br />
project; for example, Edinburgh is promoting flexible work practices for older<br />
people <strong>and</strong> is involving older people in policy discussions. Thessaloniki is<br />
focusing on strengthening information between employers <strong>and</strong> employees to<br />
create more awareness of training <strong>and</strong> services opportunities for older<br />
workers.<br />
This resonates with Pärnänenʼs (2006, p. 2) identification of examples of<br />
good practice from a qualitative study of 10 Finnish case study companies,<br />
particularly manufacturing companies, which included: efforts to encourage<br />
older workers to stay longer in their work through courses to maintain work<br />
ability, not having to do night work, part-time retirement an option, <strong>and</strong> lighter<br />
tasks for those with reduced physical ability.