Ageing in working life

1. Ageing in working life Waltteri Berger Ossi Hakkarainen Juhana Ikonen Pia Karjalainen Sanna Sokura Sonja Sorsa

2. Preface • Agestructurechanges and itseffects in Finland • Economicgrowth, employment and welfare • Labour • Employment and retiring • Workcommunities • Individualageing and health • Know-how • Learning and knowledge • Case Abloy Oy • Agefriendlyworkcommunity

3. The Finnish age structure • Population by age and gender 2010 in Finland • Our largest age groups are starting to be retiring age (average 59,8) • Year 2010: 17,6 % of the total population were aged over 65 year old

4. The Finnish age structure • Population by age and gender 2050 • Year 2050: 27,6 % of the total population will be aged over 65 year old

5. Fertility rate • Growth in the 1940’s is explained by the end of World War 2 • After that there were decline for 30 years and it steadied in the 1970’s • After 1970’s fertility rate has risen slightly to it’s present 1,86

6. Dependency ratio • Dependency ratio tells how many working-aged persons there are towards every under 15 and over 65 years old persons • Current dependency ratio is 100/50 • Dependency ratio in the year 2050 is predicted to be 100/75

7. The Finnish Pension System • Composed mainly of two pension types: • Employment-based earnings related pension • Residence-based national pension • The importance of supplementary pension benefits is rather small in Finland • 95 % of the Finnish pension scheme is composed by mandatory retirement plan

8. The 2005 pension reform in Finland • The possibility to shift to old-age pension is more flexible within the age of 63-68 • Taking in account all earnings of the whole work history • Studying and childcare also increases pension • Incentive bonus supports to work longer

9. Employment rate of elder people • Employment rate for people over 55 has risen, especially among people over 60 year old

10. Age management and features of ageing workers

11. Age and ageing • An ageing worker  45, an older worker  55 • Ageing - and changeing • Health status, functional ability • Work ability • Values, attitudes • Social capasity, experience of life • Ageing – and not changeing • Learning and thinking ability • intelligence • Competence, work experience

12. Personal factors influencing on retiring • Age • Education • Health • Marital status • Pension insurance • Personal income • Domestic income

13. Work related factors influencing on retiring • Permanent employment • Leadership of immediate superior • Occupational health care and rehabilitation • Flexibility of working hours • Working environment • Workload and haste • Supplementary education • Developmental potential • Social network • Salary

14. Workability

15. Workability maintenance Juhani Ilmarinen: Aging workers 2001 in Occupational Environmental Medicine

16. Age management Pays attention to whole human resources Both young and older workers have special needs in different life situations Suitable work load for workers of varying ages By positive feedback and appreciation employees get more experiences of success in working life

17. Learning

18. Methods to transfer tacit knowledge and know-how

19. Age-friendly work community

20. About Abloy • One of the leading manufacturer of locking systems and locks worldwide • World’s leading developer of electromechanical locking technology • 37 000 employees • Three factories in Finland • Head office in Joensuu

21. The Age Masters program: Background • In Finland exceptional baby boom after the Second World War • Not enough young people to replace elderly workforce • The transition of experimental tacit knowledge to younger employees

22. The Age Masters program: Goals • Better working ability • Less sick days • Longer in working life • Higher age of retirement • More respect to professional knowledge of older employees

23. The Age Masters program • Started in 2001 • Minimum age 55 • After 59 years additional days off • Personal fitness tests • Maximum 14 days off per year

24. The Age Masters program: The Age Masters Club • Important communication channel • Collective education • Seminars • Recreation • Free use of special fitness clubs for older people

25. The Age Masters program: Results • Age of retirement has climbed several years • Professional self-respect improved • More energy for hobbies • The quality of working life and personal life is better

26. Summary • Finland is going through a change of population structure • All must carry their load, the Finnish people themselves, companies and organizations and also the politicians. • As a welfare country Finland is committed to make sure the economy is in balance and growing • The age structure obligates to make changes in Finland that in the future working generations can succeed • And to avoid financial and employment issues • The Finnish board should support aging workers if an organization cannot handle the situation

27. Summary • Guide for employers how to cope and how to handle different situations and workers in small businesses and in large organization • Better system to pass on knowledge and know-how to those workers who are lacking the necessary experience in work life is important.

28. Summary • Ways to help elderly workers to want work longer • Occupational healthcare, co-operation among workers and employers, healthy and positive encouraging working environment, social relationships, financial benefits for longer work life and good salary • Balancing work and free time, hobbies, family and their support can also be a source of motivation.

29. Summary • Age programs as Abloy Oy has should be more common • Work communities individual solutions for workers are important in a successful working environment • Everyone should be able to have an opportunity to be an individual and to show what ones abilities are

30. Thankyou!