Working and ageing - Cedefop - Europa

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Working and ageing
Guidance and counselling for mature learners
making process of older workers we need to improve our knowledge of
attitudes and policies of employers regarding older workers. Active ageing is
high on the agenda of policy-makers and governments but is it high on the
agenda of employers as well? This chapter aims to examine employersʼ
opinions and behaviour regarding older workers.
After a concise review of literature, a description of the data used for our
analysis is provided. Next the results of our analysis are presented. We look
at what major challenges European employers perceive for the future labour
market. Is an ageing workforce regarded as one of these challenges and, if
so, what are employersʼ expectations of the consequences of an ageing staff?
What policy measures have employers taken so far? What do employers
actually think of policy measures aiming to delay the exit of older workers from
the labour market and postponement of retirement? Beside opinions and
behaviour of employers we consider what initiatives are needed to address
the needs of ageing workers and stimulate older workers to postpone
retirement. Finally, we summarise the main conclusions.
2.2. Literature review
Van Dalen et al. noted that although national and international organisations
frequently suggest, or promote, various measures, there is much less insight
into how employers actually view the challenge of dealing with an ageing
workforce and the expected decrease in labour supply (2006, p. 1-2).
Organisations take most decisions on how to deal with ageing workers or
implement measures. Thus, it is difficult, if not impossible, to extend working
life without active support and commitment from employers.
Earlier research among employers clearly shows lack of focus on older
employees. In the US and several European countries many employers are
biased towards older workers and programmes to retain and retrain them are
often lacking (Chiu et al., 2001; Guillemard et al., 1996; Henkens, 2005; Taylor
and Walker, 1998). Since early retirement is often seen as a less painful way
to prune the workforce than large-scale layoffs older workers find themselves
in a vulnerable position, particularly when economic prospects are weak
(Van Dalen et al., 2006, p. 1). Thijssen and Rocco (2010) noted that this
phenomenon was strongly visible in many corporate policies in the 1970s and
1980s in Europe.
In various fields of research it is well established that many stereotypes
prevail among employers regarding performance and learning ability of older