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Working and ageing
148 Guidance and counselling for mature learners

of models contributing to development of recommendations to address the
situation of an ageing workforce considering the needs of older workers.
Reference is made to a cross section of European developments. The desk
search of literature employed a key word approach, including the terms older
workers, ageing workforce, baby-boomers, lifelong learning, policies on
employment of older workers, exit age from workforce, opportunities for
education and training and with focus on a selection of European countries.

8.2. A snapshot of older workers and work

ʻOlderʼ is an adjective used to describe people over 50, over 55, or older. The
years of age attached to the ʻolderʼ category vary. Ages for retirement vary
from country to country, ages to obtain State pensions where they exist, vary.
Frequently, there is a lower age for women, a higher age for men. These
workers, the baby-boomers, are causing concerns. Gielen (2009, citing
OECD, 2004) reports that for the UK by 2050 the 65 plus age group will form
47% compared to the total working age population percentage. This is
compared with 27% in 2003. It is such demographic predictions that underline
the concerns for discussing the older worker, the ageing worker.
Naegele and Walker (2011) note that people of 50 years and over represent
one in five of the workforce and this level of participation will increase. They
report Sweden, Denmark and the UK as having the highest employment rates
of older persons.
Given such trends and the impact of the global financial crisis, the European
Commission goal to increase employment rates considerably has not been
achieved.
ʻOne of the five EU targets of Europe 2020 strategy is to raise the
employment rate to 75% by 2020. Current indications are that the EU will fall
short of this target by 2-2.4% – a shortfall that can be made up through
adoption of measures to create jobs and increase labour participation. Given
the ageing EU population and relatively low use of labour compared to other
parts of the world reforms are needed to promote skills and create incentives
to workʼ (European Commission, 2011a, p. 5).
Strategies recommended to support achievement of the 75% goal are
multipronged, advocating reforms to encourage inclusion of all groups in work,
and including flexible work arrangements, child care, increasing the retirement
age, taxation and pensions (European Commission, 2011a). Employment of
women, young and older workers will need to be increased. These strategies