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CHAPTER 8
Policy, research and practice: supporting longer careers for baby-boomers 149

will need to be supported by structural reforms if the ambitious goal is to be
reached and they will need to be complemented by addressing skill needs
through more and better education and training, promoting a lifecycle
approach to active ageing, and creating more inclusive labour markets as well
as tackling labour market segmentation and segregation (European
Commission, 2011b).
A snapshot of the 50 to 64 age group is presented in Table 8.1, drawing
statistical information from Eurostat reports (2010 a,b,c and d). Percentages
of people in age class, employment, workforce exit age and lifelong learning
provide an indication of the location of the age group in age category, the
number in employment, the age of leaving work, and overall participation in
lifelong learning. Eurostat takes a broad definition of lifelong learning,
describing it as activity on an ongoing basis to improve knowledge, skills and
competence (2010c, p. 84). This provides an indication of overall rather than
specific education and training.
Sweden, although not listed in Table 8.1, has the highest percentage of
employment for the 55-64 age group at 70.1% (Eurostat, 2010b, p. 91). The
EU benchmark for older workers, that is 55-64 years, employment rate is 50%,
which has been achieved by some countries.

Table 8.1. Snapshot of Eurostat information on the ageing population

Country Age class % Employment % Workforce Lifelong learning %
(50-64 years) (55-64 years) exit age (25-64 years)
2008 2008 2009 2008
EU-27 18.6 45.6 61.4 8.5

France 18.6 38.3 60.0 7.2
Romania 18.2 43.1 64.3 1.5
Finland 21.5 56.5 61.7 (*) 23.1
UK 18.0 58.0 63.0 19.9

(*) 2003.
Source: Eurostat (2010a, p. 53, 85 and 91; 2010d).

The picture that emerges from this snapshot of a cross section of European
countries is that there is diversity, and that local situations, national policies
and global trends have an impact on employment, age of exit from work and
opportunities for training.