Comprehensive strategies for active ageing - mutual learning ...

SUMMARY
– health protection
– improvement of workplaces
– ensuring the employability of older workers
In an effort to change attitudes from a 'deficit model' to a 'competence model' of older workers, the INQA offers a
very broad range of activities for companies and individuals. To ensure the employability of older workers it
introduced the initiative '30, 40, 50 plus – healthy work into old age' which collects and disseminates good
practice on enhancing the employability of older workers, promotes networking between numerous institutions
with projects and activities on demographic change, and advises SMEs on the management of demographic
change within the company. The campaign has reached approximately 30,000 companies to date including Ford
Cologne and Rowenta.
A range of active labour market policy measures has also been introduced in Germany. These include
vocational training for older workers in SMEs, job rotation, recruitment subsidies for older workers, and wage
safeguards for older workers. The take-up of these initiatives was seen as somewhat disappointing with only
80,000 older workers participating. The government’s aim is to encourage more companies to take up these
measures.
In conclusion, Peter Jülicher argued that a lot had been done but that no fundamental change of attitude had yet
taken place. In March 2005, in a continuation of the 'Agenda 2010' initiative, the Federal Chancellor announced
the introduction of employment pacts for older workers. Negotiations will start with employers in April regarding
the better use of labour market policy instruments for the reintegration of older workers. The possibility of
creating 50,000 additional jobs is being discussed with the Länder, and a competition for good practices in active
ageing at regional level is to be launched.
6.2. Sweden
Carina Cronsoie from the Ministry of Industry, Employment and Communications described the labour market
situation of older workers in Sweden before outlining the policies in place to promote the labour force
participation of older workers.
The situation of older workers on the labour market
The employment rate of older workers, in particular that of women, is still very high by international standards
(68.6% overall, 66.3% for women, 70.8% for men in 2004). The high percentage of older people in employment
is partly due to a cohort effect: baby-boomers who joined the labour force in the 1960s have stayed in
employment. It is also due to the rising levels of education of the new generation of older workers (due to better
initial education and lifelong learning), and is reinforced by labour legislation which stipulates 'last in, first out'
which mostly benefits older employees. The latter can, however, lead to reduced mobility since workers are
reluctant to leave secure jobs even if they are no longer really suitable. Job mobility is recognised as giving
people opportunities to develop new skills and improve their employability. A further explanation for the high
levels of employment in Sweden is the long history of commitment to the work and skills principle, alongside
active labour market policies targeted at older workers. Employment in Swedish labour market policy has always
taken precedence over labour market programmes or the passive payment of benefits. Other relevant features
of the Swedish institutional landscape are an individualised tax system that makes work pay, also for older
women, and well-developed public care systems for children and old people.
20 April 2005 Thematic Review Seminar Comprehensive strategies for active ageing
10