Employers' practices for active ageing
Employers' practices for active ageing
Employers invest in training in order to improve productivity, innovate and adopt new technologies, and compete in changing markets. Case studies and research from individual employers and associations of employers on the Global KSP deal with apprenticeship and workplace skills provision, quality assurance and governance of training institutions, and employers’ roles in anticipating skill needs and in influencing national and sector policies on skills development.
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Access for all to good quality education, vocational training and workplace learning is a fundamental principle of social cohesion and economic growth. Some groups of people may require targeted attention if they are to benefit from education, training and employment opportunities.
This is particularly the case for disadvantaged youth, lower skilled workers, people with disabilities, and people in rural communities. The attractiveness of vocational education and training is enhanced when combined with entrepreneurship training and when public policies encourage utilization of higher skills by business.
The world of learning and the world of work are separate but linked. While one involves learning, the other produces goods and services. Neither can thrive without the other. Strong partnerships between government, employers and workers help ensure the relevance of training to the changing needs of enterprises and labour markets.
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Case studies that document good practices and illustrate the benefits and lessons learnt of particular approaches or methods in real practice.
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Working papers, reports, and other publications from international organizations, academic institutions and bilateral agencies. Research findings to stimulate informed debate on skills, employment and productivity issues.
Final synthesis paper of the European Employers’ organisations project on age management policies in enterprises in Europe
This paper was prepared as part of a project entitled “Age management policies in enterprises in
Europe” run by the European cross-industry employer’ organisations BUSINESSEUROPE, CEEP (the Confederation of European Business)
and UEAPME (the European Centre of Employers and Enterprises providing Public services)
with financial support of the European Commission.
The project took place within the context of the “European Year for Active Ageing and Solidarity between the Generations” (2012) and served to underline the important role played by employers’ organisations and individual employers in making active age management in the workplace a reality.
The goals of the project were to:
• Develop a better understanding of how employers can encourage older workers to remain in the labour market and to ensure flexible retirement processes to assist in dealing with the challenges of an ageing population and workforce;
• Map promising practices among private and public employers (including SMEs) across all Member States, underpinned with a strong understanding of the policy framework within which they operate;
• To develop recommendations on how the issue of active ageing should be addressed at the European level and what further actions might be taken by employers separately, or jointly with the trade union to better tackle the impact of demographic change on the labour market.
The report contains case studies and good practices developed by enterprises to support active ageing.
