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Working and ageing
146 Guidance and counselling for mature learners

pension and social support schemes and healthcare costs. Debates are in
train on retirement ages, with legislation being reviewed. Immigration policies
with emphasis on skilled worker migration continue to be a topic of lively
political discussions.
Given the demographic situation of ageing populations, it is timely that
policies and practices are employed which are supportive of older workers. It
is important economically and for social wellbeing that the needs and concerns
of this sector of the population be addressed. The western world, and Europe
in particular, faces the conundrum of an ageing workforce, a demographic
legacy of postworld war baby-boomers many of whom now have to continue
in paid work to support their living needs. In a financially challenged economic
environment, pensions, government subsidies and health care are no longer
so readily available. People are living longer and with this comes a range of
societal and economic pressures. For those wishing to work, the challenges
can be even greater.
Health of people is also a factor for consideration for individuals and for
national economics: ʻ[...] people who stay on the job (or in equivalently
intensive volunteer work) remain healthier and live longerʼ (Dychtwald et al.,
2006, p. 38). Older age needs to be rethought.
It is slowly being recognised that skilled ageing, or older workers will be
increasingly important to companies and organisations, and shortages of
skilled and indeed unskilled workers are already occurring in developed
countries. This chapter discusses models and presents recommendations for
guidance and counselling for ageing workers taking particular note of national
policies and organisational approaches. These are developed from analysis
of literature and policy documentation.
Currently, employment rates of people aged between 55 and 64 are not
high but as reported by Eurostat, there is a gradual increase. In 2008, the
percentages were, for example, for the EU 45.6%, France 38.3%, Germany
53.8%, the Netherlands 53.0%, Finland 56.5%, and the UK 58.0% (Eurostat,
2010a, p. 286). Naegele and Walker (2011) in research into European policies
relating to older workers point to the need to address recruitment, promotion
and task allocation with a lack of prejudice against older workers. They discuss
a range of better practices to support employment of older workers, primarily
with organisations undertaking a whole working life and all age groups as a
focus, not just on older workers, with consideration of both short- and long-
term needs and with remedial provisions for older workers.
However, it is not only the national economic concerns or the business
needs of organisations that should contribute to development of models for