Working and ageing - Cedefop - Europa

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Working and ageing
Guidance and counselling for mature learners
Nordic countries have long traditions in lifewide and lifelong educational
opportunities and participation for all. The problem of an ageing workforce and
population was identified early in Finland and the challenge has been met by
means of extensive cooperation and a comprehensive policy agenda,
although one of the challenges is that the population is ageing faster than in
the EU on average. Finland has been described as a model country in ageing
policy with a particularly strong focus on workability, at all ages and with a
perspective embracing the total population.
The major working life development programme, Tykes, deals with
workability with emphasis on a preventative perspective (Sørensen and
Wathne, 2007). Researchers also studied older workers and their
management at the workplace. For example, Ilmarinen (2006) from the
Finnish Institute of Occupational Heath (FIOCH) defined the approach of older
workers as age-management which focuses on managementʼs crucial role
and responsibility. Another government programme (NOSTE) aims to increase
adultsʼ educational level. There is a high prevalence of liberal adult education,
as offered by public high-schools and full-time municipal adult education, as
well as through active labour-market policies for the unemployed and workrelated
education and training (Tuijnman, 2003).
From such examples of good practice come ideas for development of
models and recommendations to inform practice more widely.
8.6. Perspectives of older workers
From this brief consideration of national and organisational developments,
focus shifts to the individual worker. A picture of their diversity of experiences
and situations, needs and concerns is emerging from literature. Perceptions
of older workers are mixed, they have lower energy, are less healthy and resist
change; positives include experience, loyalty and good social skills (Pärnänen,
2006, p. 1). Perceptions as to value and misconceptions of older workers as
to productivity also need to be debunked. There are stereotypes which
reinforce negative images of older workers, however these should be refuted.
Productivity can increase with age, and older workers demonstrate
experience, stability, and reliability (Simonazzi, 2009, p. 24).
Patterns emerge which can contribute to plans of action for individuals,
employer and human resources policies and practices and national policy
development. In a paper analysing literature on older workers in the UK, Flynn
explored factors influencing older peopleʼs work patterns and predisposition to