Working and ageing - Cedefop - Europa

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10 Working and ageing Guidance and counselling for mature learners Increasing globalisation, intensifying international competition and greater focus on quality of goods and services are important trends impacting on organisations. The implication is that, at meso level, the main trend is changing work. This leads to new skills needs and in a context of insufficient learning skill gaps. Providing sufficient and tailored learning opportunities embedded in active ageing policies that support career development is a core way to address these challenges. Figure 1.1. Main trends shaping work, labour markets and societies Level Macro Meso Micro Source: Authors. Trends Population ageing Changing work Changing careers Impacts Solutions Ageing workers Skills shortages Labour market exit New skill needs Skill gaps Learning needs Mobility Incentives Law and regulations EU tools Learning opportunities Active ageing policies Self-management Employability Guidance and counceling At micro level, changing careers are highlighted as a main trend, closely linked to changing work and skill needs. They will require new forms and content of learning and mobility. Self-management and employability are the core concepts which are supposed to allow individuals to deal with these new demands. Other related trends are changing work-life patterns, flexibility in the labour market, growing importance of R&D activities, more jobs requiring higher education, increasing female employment and rising qualification levels among women (OECD, 2010).
CHAPTER 1 Setting the scene: promoting an inclusive labour market for ageing workers 11 1.2.1. Ageing, older workers and employment in the EU The most significant challenge for Europe in the coming years will be to combat the global economic crisis and consequently to introduce measures to reduce unemployment as well to increase productivity, economic growth and social inclusion in Member States. The Council conclusions on active ageing (Council of the EU, 2010a) highlight the fact that future competitiveness and prosperity of Europe relies largely on its capability to put its labour resources to active use. This includes extension of employment periods over lifetimes and adoption of necessary policy action to support better work-andlife balance. Addressing skill needs of older workers through more and better education and training, promoting active ageing, creating more inclusive labour markets as well as tackling labour market segmentation and segregation are fundamental challenges for our societies. In particular, as Europeans tend to live longer, older workers should be encouraged to remain longer in the labour market. Job quality and job satisfaction are key factors for sustainability of work and retaining older workers in the labour market (European Commission, 2007b). However, the economic crisis of 2008 has radically challenged economic conditions for both young and older citizens, and many have experienced unemployment and unexpected job and career transitions. The crisis also drastically reduced opportunities for entering the labour market. Some were forced to return to education and training for additional learning and skills upgrading. Also due to the crisis, the EU failed to reach the target of 70% participation rates of the working age population in employment by 2010 ( 2 ) (European Commission, 2011b). For 2020, the EU has set an even more ambitious goal: an employment rate of 75% ( 3 ) (European Commission, 2011a). For older workers (55 to 64 years) the target employment rate is 50%. By 2010, this goal was not reached by EU-27, although Member States managed to increase the employment rate of older workers to 46.3% in 2010 (compared to 36.9% in 2000) (Eurostat, 2011). The above employment targets can be met only by creating new jobs, increasing labour participation (engaging women, young and older workers to a much greater degree than currently), launching structural reforms and fostering lifelong learning. ( 2 ) In 2010, the employment rate of workers aged 20 to 64 stood at 68.8%. ( 3 ) It is one of the five key elements of the EUʼs growth and jobs strategy, Europe 2020.
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Page 4 and 5: A great deal of additional informat
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CHAPTER 5 Cognitive ageing in older
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PART 2 Meeting the challenges - Eme
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unmet demand is limited, as is the
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people in the second phase (25-50)
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CHAPTER 7 Learning, work and later
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are now better than ever before, es
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CHAPTER 8 Policy, research and prac
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will need to be supported by struct
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ʻflexicurityʼ model is challenged
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different forms of retirement (2010
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8.8. Policy considerations CHAPTER
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9.1. Introduction CHAPTER 9 Changin
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CHAPTER 9 Changing patterns of guid
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their continuing learning and devel
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CHAPTER 10 Career development in la
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life, much will change. Cate and Jo
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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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