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Employment Initiatives for an Ageing Workforce in the New Member States

Employment Initiatives for an Ageing Workforce in the New Member States. Irene Mandl. Tallinn, October 9, 2008. www.kmuforschung.ac.at. Agenda. About the project Aims and objectives of the project Methodology applied Main results Public actors and initiatives Perspective of enterprises

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Employment Initiatives for an Ageing Workforce in the New Member States

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  1. Employment Initiatives for an Ageing Workforce in the New Member States Irene Mandl Tallinn, October 9, 2008 www.kmuforschung.ac.at

  2. Agenda • About the project • Aims and objectives of the project • Methodology applied • Main results • Public actors and initiatives • Perspective of enterprises • Conclusions

  3. About the project Study on“Age and employment in the new Member States” on behalf of • Co-ordination bytheAustrian Institute for SME Research • Research bynational partner institutes • Timeframe:July 2005 – February 2006 • Report available at http://www.eurofound.europa.eu/publications/htmlfiles/ef0626.htm

  4. Aims and Objectives • Providing an overview on the situation of older workers in the NMS incl. Romania and Bulgaria • Gaining insight into the perspectives of governments and social partners • Documenting public measures/policies • Presenting “case studies“ at organisation level • Elaboration of lessons learned and general conclusions

  5. Methodology • Background analysis • Conducted in the NMS of 2004 and 2007 • Quantitative and preliminary qualitative analysis • In-depth analysis at national level • BG, EE, LV, PL, RO, SI, SK • Attitudes, perspectives, roles of social partners and governments as well as public policies/initiatives • Case-studies at national level • BG, EE, LV, PL, RO, SI, SK • 4 per country (company, public organisations) • Elaboration of conclusions

  6. Overview on the main results

  7. General public attitude towards the older workforce • Ageing workforce no priority issue • In public discussion since the early 1990s • Drafting of policies related to European recommendations • Comparatively few examples directly addressing older workers • Operational implementation only recently due to • Life expectancy • Tradition of early retirement • Less developed social dialogue (exemption: Tripartite system) • Difficult raising of financial funds

  8. Public initiatives • Reforming pension and social security systems • Anti-discriminatory labour legislation • Provision of information and matching (for employers, employees, labour market actors) • Health care (occupational health) • Training/skill development (for unemployed, IT focus, LLL) • Working arrangements (flexible work contracts) • Financial incentives (e.g. tax reliefs or wage subsidies)

  9. Perspectives of private actors • Lack of willingness to employ older people (labour supply exceeds demand) • International companies brought the culture of young employees, apply CSR • SMEs are slowly implementing CSR • Specific measures rather applied in large or formerly state-owned companies • Mostly single ad-hoc measures; comprehensive age management approaches are rare • Main rationale: specific labour shortages; specific skills and knowledge

  10. Company case studies (I) • Pinpointing and awarding older workers‘ performance • Financial rewards for loyalty (e.g. LV) • Nonfinancial rewards for loyalty (e.g. MT) • Mentoring/coaching (e.g. EE, LV, PL) • Active employment and recruitment of older persons • Lacking alternatives (e.g. EE, RO) • Training and skill development • life course approach (e.g. SK, RO) • IT focus (e.g. BG, SK) • Redeployment • New fields of activity according to capabilities (e.g. EE, RO, SI)

  11. Company case studies (II) • Flexible working practices • Working hours (e.g. EE, BG) • Health and well being • Preventive medical observations (e.g. LV, CZ) • Provision of well-being facilities (e.g. SI) • Ergonomics (e.g. RO, SI) • Exit policy • Entrepreneurship programmes (e.g. SK, BG) • Extending relationship to the company (e.g. EE, PL) • Comprehensive approaches

  12. Conclusions

  13. Conclusions (I) • Barcelona and Stockholm targets hardly to be reached by 2010 • Neither public nor private actors considerably deal with the issue • Problems for an effective integration of older people in the labour market • Hardly any specific initiatives available • Hardly any co-ordination among actors/policies • Operational implementation rather young

  14. Conclusions (II) • Identified fields of action: • Design and implement more specific measures, also at company level • Safeguard the commitment of public actors (particularly the social partners) and the management of the companies • More efficient communication and co-ordination among public actors • Awareness raising measurestargeted at employers and employees • Find sources for financing measures

  15. Thank you for your attention! Website: www.kmuforschung.ac.at E-Mail:office@kmuforschung.ac.at

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