1. © Finnish Institute of Occupational Health – www.ttl.fi Europe’s working force and working life of tomorrow will be characterised by reduced early labour exit possibilities and incentives an older work force due to demographic ageing more inter-personal work and diversity in the working force  an extremely competitive and dynamic environment: increased need for productivity and innovations  higher intensity of work and faster rates of change - both concerning technology and organisation  more flexible working hours and work arrangements The demographic change challenges working-life to combine high productivity with sustainable health and well-being

2. © Finnish Institute of Occupational Health – www.ttl.fi Sustainable work and work organizations Where are the major research gaps? Gap 1: The dynamic and role of changing world of work for the demographic change, e.g. need for new competencies, use of new technologies, flexibility, mobility, migration etc. Gap 2: The effects of a prolonged exposure to health- threatening conditions as well as positive work factors Gap 3: Increased diversity. Europe’s working population is not ageing equally: fragmentation of the labour market, increasing diversity in work, health, work ability and OSH cultures Gap 4: Intervention studies on new models of innovative work and work organizations for ageing populations positive factors at work to improve well-being and work participation Gap 5: Economic appraisal of new innovative work and work organizations and active ageing at work Gap 6: Filling up the extensive knowing-doing gap What does the quality of companies’ practice and engagements look like? Who/ which employee groups are included in development and in age- related concepts, methods and programs” What are the effects of age-related concepts, methods and programs

3. © Finnish Institute of Occupational Health – www.ttl.fi Sustainable work and work organizations What are the main research questions? 1.Sustainable work and health the association of work, health, work ability and work motivation to work participation disability prevention and reintegration among the ageing population 2.Work organization and management corporate development for ageing organizations/companies in demographic change workplaces as resource-building arenas for the promotion of well-being, mental health, productive careers, skills, knowledge and engagement implementation, evaluation and differentiation of concepts, methods and programs

4. © Finnish Institute of Occupational Health – www.ttl.fi support for work development of disability prevention participation new competencies and reintegration prevention of individual flexibility shorter working hours mental disorders and good job control and high job control Example of possible age- related research priorities to extend the work careers Problem % 100 0 20 40 60 80 20304050600 __ work ability __ work load 2030405060 0 20 40 60 80 100 0 % Solution? young middle-aged ageing 65 70 unexperience high work load disability