1 / 40

Extending the work life

Extending the work life. Prof. Juhani Ilmarinen, FIOH, Helsinki Tallinn Workshop, September 9-10, 2008. Why should we work longer?. Work life must be extended for the sake of the whole society Can we afford growing older? Higher employment rates and

crevan
Download Presentation

Extending the work life

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Extending the work life Prof. Juhani Ilmarinen, FIOH, Helsinki Tallinn Workshop, September 9-10, 2008 Tallinn/ Juhani Ilmarinen 091008/FIOH /

  2. Why should we work longer? • Work life must be extended for the sake of the whole society • Can we afford growing older? • Higher employment rates and lower dependency ratios are the base for our older society Tallinn/ Juhani Ilmarinen 091008/FIOH /

  3. Challenges of Employment rates of 55-64-years old International view Tallinn/ Juhani Ilmarinen 091008/FIOH /

  4. Tallinn/ Juhani Ilmarinen 091008/FIOH /

  5. Percent increase in employment by age and sex1977-2007( U.S. Bureau of Labour Statistics 2007) • Age 16 and over 59 % • Age 65 and over 101 • Men 65+ 75 • Women 65+ 147 • Age 65-69 85 • Age 70-74 98 • Age 75 and over 172 Tallinn/ Juhani Ilmarinen 091008/FIOH /

  6. Projected percentage change in labour force age, 2006-2016(U.S. Bureau of Statistics, 2007) • 75 and older 84,3 % • 65 to 74 83,4 • 55 to 64 36,5 • 25 to 54 2,4 • 16 to 24 - 6,9 Tallinn/ Juhani Ilmarinen 091008/FIOH /

  7. Tallinn/ Juhani Ilmarinen 091008/FIOH /

  8. secretaries, administrative assistants school teachers reg. nurses bookkeeping, accounting, auditing clerks nurses, home health aides cashiers maids, cleaners first-line supervisors/managers of retail sales managers first-line supervisors/managers of office and administration Top 10 occupations for women 55+(U.S, Department of Labour, 2005) Tallinn/ Juhani Ilmarinen 091008/FIOH /

  9. 62,6 , 7 Ruotsi 69,6 51,7 , 9 Tanska 60,7 48,3 , 9,1 Iso-Britannia 57,4 35,6 Suomi , 18,9 54,5 40,4 , 12,7 Irlanti 53,1 48,5 , 1,6 Portugali 50,1 38,1 , 10,3 Saksa 48,4 32 , 15,7 Alankomaat 47,7 36,4 EU-15 , 8,9 45,3 1997 34,1 , 10 Espanja 44,1 2006 41 , , Muutos 2006-1997 1,3 Kreikka 42,3 29 , 8,6 Ranska 37,6 28,3 , 7,2 Itävalta 35,5 23,9 , 9,3 Luxemburg 33,2 27,9 , 4,6 Italia 32,5 22,1 , 9,9 Belgia 32 0 20 40 60 Lähde: Työvoimatutkimukset EU-maissa Change in employment rates of 55-64-years 1997-2006, EU-15 Tallinn/ Juhani Ilmarinen 091008/FIOH /

  10. Employment rates of 60-67-years old from 2003 – 2006 in Finland Source: Center of Statistics, Finland Tallinn/ Juhani Ilmarinen 091008/FIOH /

  11. How long are we able to work? Tallinn/ Juhani Ilmarinen 091008/FIOH /

  12. Average Work Ability Index by age Tallinn/ Juhani Ilmarinen 091008/FIOH /

  13. Cut point of work ability line and WAI-score of 27 points ( poor work ability ) – scientific guess • Cut point will be about 80 years! • After the age of 80 years, the average value of work ability index will be below 27 points, and indicated as poor • Indivividual differences, however, are large – a smaller population would be able to work, if they wish to do so • Older persons are active in 3rd sector and show a good ability to carry out no-paid tasks Tallinn/ Juhani Ilmarinen 091008/FIOH /

  14. Average Work Ability Index by industrial branch. Adjusted by gender and age, (n=3704) Tallinn/ Juhani Ilmarinen 091008/FIOH /

  15. Work Ability Index classes by industrial branch, (n=3704) Tallinn/ Juhani Ilmarinen 091008/FIOH /

  16. Work ability index (WAI) WAI Class WAI 50 49 exellent 45 43 40 good 36 35 moderate 30 27 25 poor 20 15 Carrot project 1998, N=729 10 7 5 Age, yrs 15 25 35 45 55 65 Individual differences of work ability by age in SMEs Tallinn/ Juhani Ilmarinen 091008/FIOH /

  17. Excellent and good work ability later in life: scientific guess • 55 years 60 % • 65 years 40 % • 75 years 20 % Tallinn/ Juhani Ilmarinen 091008/FIOH /

  18. Are women able to work longer because they live longer than men? Tallinn/ Juhani Ilmarinen 091008/FIOH /

  19. Work ability index (7-49) among working men and women by older age groupsGould and Polvinen, 2006 Tallinn/ Juhani Ilmarinen 091008/FIOH /

  20. Age Management as a concept to extend the working life Tallinn/ Juhani Ilmarinen 091008/FIOH /

  21. LEVELS OF AGE MANAGEMENT Tallinn/ Juhani Ilmarinen 091008/FIOH /

  22. Tallinn/ Juhani Ilmarinen 091008/FIOH /

  23. Promotion of work ability: integration of actions- modified by Dr. Richenhagen Tallinn/ Juhani Ilmarinen 091008/FIOH /

  24. Age Management Training for Supervisors by sector (employer interview) Work Ability Barometer 2004 / FIOH Tallinn/ Juhani Ilmarinen 091008/FIOH /

  25. Value of work experience?Are there jobs where experience is needed? Tallinn/ Juhani Ilmarinen 091008/FIOH /

  26. Value of work experience of older workers by sector (employers) Work ability Barometer 2004 / FIOH Tallinn/ Juhani Ilmarinen 091008/FIOH /

  27. Proportion of tasks where work experience of older workers is needed by sector (employers) Work Ability Barometer 2004 / FIOH Tallinn/ Juhani Ilmarinen 091008/FIOH /

  28. Older workers braking the old myths Tallinn/ Juhani Ilmarinen 091008/FIOH /

  29. Older workers can´t or won´t learn new skills Older workers don´t stay on the job long Older workers take more sick days than younger workers 50+ becoming the fastest growing group of Internet users and learners 45-54 stayed in the job twice as long as those 25-34 Attendance records are better for older than younger workers Myths About Older workers Tallinn/ Juhani Ilmarinen 091008/FIOH /

  30. Older workers are´t flexible or adaptable Older workers are more expensive Older workers like to question the change; they accept the change when the rationale is explained The costs are outweighted by low turnover decreasing the cost of recruiting, hiring, and training Myths About Older Workers Tallinn/ Juhani Ilmarinen 091008/FIOH /

  31. Job Search Tips for Older Workers • Emphasize your experience • Network • Make age an asset • Consider a career change • Get help • Keep your skills current • Don´t give up Tallinn/ Juhani Ilmarinen 091008/FIOH /

  32. Make Age an Asset • Don´t use age as crutch • Anticipate stereotypes and prepare to counter them • Get tech savvy • Focus on experience, not age • Avoid using all dates • Consider consulting and small businesses Tallinn/ Juhani Ilmarinen 091008/FIOH /

  33. Older sportsmen braking the myths of ageing Tallinn/ Juhani Ilmarinen 091008/FIOH /

  34. Tallinn/ Juhani Ilmarinen 091008/FIOH /

  35. Tallinn/ Juhani Ilmarinen 091008/FIOH /

  36. Tallinn/ Juhani Ilmarinen 091008/FIOH /

  37. World records in working ? • Individual differences of older people are so large that a growing proposion of them can work very long - if they wish to do so and if employer needs their experiences • Abolishment of upper limit to work will increase the number of people working very long • Entrepeneurs, artists, scientists and politicians are already today examples of longer work careers • Human recourses matter, not the age • Basic question: What is the meaning of life? • We only live twice... Tallinn/ Juhani Ilmarinen 091008/FIOH /

  38. Extending the working life – policy needs Tallinn/ Juhani Ilmarinen 091008/FIOH /

  39. Extending the worklife: several actions are urgently needed Comprehensive policy reforms and enterprise practices are necessary in the following areas: • Attitudes reform towards ageing • Management and Leadership reform • Work life reform towards age-friendly worklife • Pension reform for flexible retirement • Health and social care reforms • Co-operation reform between key actors • Implementation of Age Management Best-Practices Tallinn/ Juhani Ilmarinen 091008/FIOH /

  40. Accepting human ageing • Everyone should have the right to get older at work! • Working must be adjusted according to ageing processes, not the opposite! Tallinn/ Juhani Ilmarinen 091008/FIOH /

More Related