1. OLDER WORKERS AND REGIONAL EMPLOYMENT POLICY Dr.Elizabeth Mestheneos 50+Hellas AGE Platform

2. Lisbon Employment Targets Governments agreed to implement measures to encourage older workers to stay in Labour force. The Employment Guidelines highlight 3 priorities for action : — attract and retain more people in employment and modernise social protection systems — improve adaptability of workers and enterprises and the flexibility of the labour markets — increase investment in human capital through better education and skills.

3. How to achieve higher employment amongst older workers? Shifting attitudes and behaviour of Employers, including line managers Trades unions, Individual older workers and co-workers Policy makers at a national and regional levels

4. Non retention of older workers because: Exit policies used as a Quick fix for structural problems: e.g. early retirement to deal with organizational restructuring Insufficient financial incentives to work and inflexible retirement ages e.g. rigidities in existing tax and social security systems. Poor management of age-related issues in the workplace. Age discrimination against older workers.

5. Employers – Positive examples Research by European Foundation for the Improvement of Living and Working Conditions, Dublin – 150 case study initiatives on good practices that improve the employment of older people, see searchable database http://www.eurofound.eu.int/areas/populationandsociety/ag eingworkforce.htm (also see report ‘ A guide to good practice in age management’) http://www.eurofound.eu.int/areas/populationandsociety/ag eingworkforce.htm EU funded research work under Art.6 ESF (much with employers) on improving employability of older workers Some M.S. employers’ organizations are producing guidelines on improving employment amongst OW. Some employers want to be known as employers of first choice and are developing good HR for all staff

6. Attributes of Older workers? Normally defined as 50+ BUT Depends on WHEN people entered labour market WHAT kind of work they have been doing (unskilled, skilled, technical, higher education) Negative Attributes – Minor physical changes e.g. eyesight, speed, hearing, Formal levels of education/ training less overall than younger workers. Apparently cost more i.e. seniority, social insurance Positive Attributes - available with Experience, knowledge of product/customer/organization and the job Loyalty.

7. Actions I Hiring - focus on skills/ abilities / performance/ potential not on age Improve labour market conditions e.g. work environment Training, with chances for promotion and internal job changes Health promotion and disease prevention Provide choices and more information about employment exit and retirement transition

8. Action II Work organisation in companies with good practices is taking advantage of new technologies — including teleworking, and flexible working practices Work by those responsible for HR, including work inspectorate and TUs, needs to help all workers and management to change some of their negative experiences of and attitudes to work and to older workers Circulate information about the real costs of hiring and training new employees rather than retaining older workers Consider how to support self employment of those aged 45+

9. Proposals for Regional Policy Makers Population Ageing affects regional labour markets variably. Region need to develop own profile and make employers aware of the implications e.g. local action plans on age management. Pressure national governments to provide incentives to work and remove barriers. Ensure that training is available and encouraged amongst 45+. Link training institutions and social partners Conduct local awareness campaigns to counteract negative images of older workers promote age diversity.