Future of an Ageing Population
gs-16-10-future-of-an-ageing-population
gs-16-10-future-of-an-ageing-population
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<strong>Future</strong> <strong>of</strong> <strong>an</strong> <strong>Ageing</strong> <strong>Population</strong> | Working Lives<br />
100<br />
Men<br />
80<br />
Proportion <strong>of</strong> employees (%)<br />
60<br />
40<br />
20<br />
0<br />
0<br />
20<br />
40<br />
60<br />
40 45 50 55 60 65 70<br />
Full-time<br />
Age (Years)<br />
Part-time<br />
80<br />
100<br />
100<br />
Women<br />
80<br />
Proportion <strong>of</strong> employees (%)<br />
60<br />
40<br />
20<br />
0<br />
0<br />
20<br />
40<br />
60<br />
40 45 50 55 60 65 70<br />
Full-time<br />
Age (Years)<br />
Part-time<br />
80<br />
100<br />
Figure 2.6: Proportion <strong>of</strong> men <strong>an</strong>d women in employment aged 40-70 in full-time or part-time<br />
work in the UK, 4th quarter average 2011. Width <strong>of</strong> b<strong>an</strong>d indicates numbers <strong>of</strong> workers 48 .<br />
Policy Implication<br />
There are a r<strong>an</strong>ge <strong>of</strong> adaptations <strong>an</strong>d approaches to overcoming barriers<br />
to working longer <strong>an</strong>d enh<strong>an</strong>cing productivity in the ageing workforce<br />
including addressing negative attitudes, health needs, workplace design,<br />
technology <strong>an</strong>d adaptations in HR policies <strong>an</strong>d working practices. An<br />
import<strong>an</strong>t policy question is where the bal<strong>an</strong>ce <strong>of</strong> costs for adaptations<br />
lies between the state, employer <strong>an</strong>d worker.<br />
P38
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