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National Initiative for Older Workers in Norway: Promoting Lifelong Learning and Age Diversity

The National Initiative for Older Workers in Norway aims to promote lifelong learning and create an inclusive work environment for all age groups. It focuses on mobilizing social partners, raising awareness, conducting research, and developing training programs. The initiative seeks to reduce sickness absence, improve employment prospects for employees with limited functional capabilities, and increase participation rates for older workers.

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National Initiative for Older Workers in Norway: Promoting Lifelong Learning and Age Diversity

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  1. The National Initiative for Older Workers in Norway (2001-2006) CEDEFOP Agora Promoting lifelong learning for older workers Thessaloniki 12.-13. oct. 2006 Center for Senior Policy, Norway Åsmund Lunde

  2. Centre for Senior Policy

  3. Center for Senior Policy established 1969. • ”Owners”: the social partners . The biggest ones are represented in our board. • Financed by funds from the Government (the last 5 years) • Changed focus around 1990 from preparation for retirement to retaining older workers.

  4. More information about CSP and older workers in Norway: OECD country report: ”Ageing and Emplyment Policies” Norway www.seniorpolitikk.no - English Annual report 2004 (handouts)

  5. The National Initiative for Senior Workers march 2001.(The Government and the Social partners) • Awareness raising of the older workers` resources and qualities. • Stimulating an including and positive work environment for all age groups (stimulate age diversity) • Establish a better coordination for senior policy among the social partners and the government.

  6. The focus areas in The National Initiative for Senior Workers • Mobilization of the social parners. • Information and raising awareness. • Test and development projects. (private, municipal and government sector) • Research (network) • Training and skills development -especially for professionals within the senior policy area

  7. Successful looks in ”The Initiative” • Agenda setting • Creating participatory processes • Supporting local initiatives • Competence building for professionals • Flexibility in program administration

  8. ”The tripartite agreement on a more inclusive workplace” October 2001 1) Reduce sickness absence by 20% in 4 years 2) Improve employment prospects for a greater number of employees with limited functional cap. 3)Increase participation rates for older workers ”The National Initiative for Senior Workers” was linked to the third objective of the IW. life.

  9. Main focus in Age Related HRM • Discrimination • Competence development/ prevent obsolescence • Management • Challenge the myths/ knowledge about the relation between ageing and work • Older workers`own attitudes

  10. Priorities in the nearest future: • Competence development for advicers in the workplace centres (430-500 employees, NIS). • Initiating a ”National Initiative” concerning basic digital skills for older workers. • Research/ documentation concerning age discrimination especially with recruitment and use this for information/ communication • Age management

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