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Ageing and Employment Challenges, Trends and Best Practices Sarah Dekkiche, Project Manager at CSR Europe.

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Presentation on theme: "Ageing and Employment Challenges, Trends and Best Practices Sarah Dekkiche, Project Manager at CSR Europe."— Presentation transcript:

1 Ageing and Employment Challenges, Trends and Best Practices Sarah Dekkiche, Project Manager at CSR Europe

2 1. CSR Europe - Introduction 2. Active Ageing, a business challenge 3. Business approaches - Randstad - GDF SUEZ - BASF - Volkswagen Table of Contents

3 1. CSR Europe - Introduction

4 80 Corporate Members 4

5 32 National Partner Network

6 What do we do? 6 Platform for practical change Share and further develop CSR best practices with peers – enhance business contribution to a sustainable society Thought leadership through practice and action Implementation of projects that practically change business practices Multipartner approach Cooperate and co-build solutions with stakeholders in several topic areas Strong relationships with EU, NGOs, sector organisations and other experts Largest CSR Network in Europe – 35 National Partners and a global network of regional partners

7 Enterprise 2020 José Manuel Barroso, European President of the European Commission, attends CSR Europes General Assembly, April 2009

8 CSR Europe – Enterprise 2020 Focus topics ESG disclosure and reporting 2.Ageing & demographic change 3.Bottom-of-the-pyramid 4.Health & well-being 5.Supply chain & human rights 6.Financial capabilities Focus topics ESG disclosure and reporting 2.Ageing & demographic change 3.Bottom-of-the-pyramid 4.Health & well-being 5.Supply chain & human rights 6.Financial capabilities (1) Insight: EU & other expectations (2) Best practice sharing & tool development (3) Business innovation projects E2020 company

9 2. Active Ageing, a business challenge

10

11 Active ageing: affecting business competitiveness Employment/WorkforceProducts and Service offer Estimated shortfall of around 35 million workers by 2050 in Europe. Increased average age of the workforce; younger workers becoming increasingly rare. Skills scarcity and skills obsolescence Rising liabilities for pensions and healthcare Increase career flexibility: create personalized career development paths Empowering older employees: through entrepreneurship and volunteering 60 % more consumers aged 55+ by 2030 Europeans aged 55+ account for 54% of consumer spending and 75% of private wealth. Failure to adapt to changing markets Decreased market share Needs of older consumers Re-think sales and marketing: create appropriate marketing campaigns for new demographic target groups

12 12 Objectives Provide companies with guidelines and a methodology with regards to: 1. Active Ageing in Employment + Jobs Skills retention and management Skills Development - Empowering the older workforce (beyond the company) 2. Products & Service Development R+D Innovation (Product Development) Product Positioning Enterprise 2020 collaborative project The Business Contribution to Active Ageing

13 3. Business Approaches

14 Randstad – Abolish Stereotypes Point out added value of senior employees by: 1.cooperating with Dutch public employment service: >> local projects dedicated to re-entering the labour market 2. sharing best practices with society: >> social media important tool to proactively engage with society 3. continuously educating customers and other stakeholders: >> dedicated branches with older staff to serve the older employees

15 BASF – Goal: Anticipate and be ready for tackling the consequences of demographic change Improve BASFs competitiveness Process – 6 field areas Employability: individual counseling for employees on all questions relating to qualification, assembles needs-based learning packages Sustainable Recruitment: continuously training and recruiting qualified young professionals even in times of low replacement needs. Competitive Productivity: Salary components can be converted to a later supplementary retirement pension or into shares Culture Change: A change of awareness encouraging a positive approach to ageing and individual career planning Social Commitment: Fostering the development of young people Financing of Pensions: establishment of a contractual trust arrangement

16 GDF SUEZ – Coaching and Mentoring In France Agreement on ageing workers (2010) with 3 indicators : o 12 % of employees should be aged 55 and more (by December 2012) o 4 % of employees aged 55 become tutors o 3 % of recruitments (people aged 50 and more) Compulsory mid-career interviews for all categories of workers : re- orientation, better life-work balance, additional training Competence mecenat for redundant/ageing workers > associative world (Ngo)

17 Volkswagen - Volunteering Goal: Supporting and increasing awareness of charitable activities, particularly at Volkswagen plants. Process: Volkswagen supports individuals in finding their own solutions, so that they can develop structures that are sustainable in the long-term >> Helping people to help themselves Facilitates a close exchange of information with local authorities, umbrella associations and organisations. provides senior employees with comprehensive advice about the possibility of volunteering or taking up an honorary post. Outcome: 30,000 volunteers on German sites Triple benefit: staff, company, society

18 18 Thank you very much for your attention! More information can be found on or by contactingwww.csreurope.org Sarah Dekkiche,


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