Page 38 - Working-and-ageing-Guidance-and-counselling-for-mature-learning

3062_EN_C1_Layout 1 11/23/11 4:21 PM Page 32

Working and ageing
32 Guidance and counselling for mature learners

consequences. Especially Dutch employers expect very negative
consequences of an ageing workforce. Of the negative consequences of
ageing an increase in labour costs is without doubt the most prominent, with
an exception for the UK. The exception of the UK is probably due to higher
labour force participation rate of workers over 55 years (57%), compared to
the other countries studied.
Other negative consequences to be mentioned are greater resistance to
change, an increase in absenteeism and less enthusiasm for new technology.
Employers (except UK employers) expect a need to improve working
conditions and a need to review how work is organised. Of course, such
changes might cost.

Table 2.2. Expected consequences of ageing staff (%)

Consequences EL ES HU NL UK
Costs (negative consequences)
Increase in labour costs 62 52 60 77 42
Greater resistance to change 56 55 36 56 45
Increase in absenteeism/sick leave 69 54 31 53 40
Increase in cost of training/career development 52 29 23 18 17
Less enthusiasm for new technology 59 46 31 44 39

Deterioration of the organisation’s image 37 22 8 16 13
More need to review organisation of work 59 50 62 46 43
More need to improve working conditions 51 49 72 46 25
Benefits (positive consequences)
Increase in know-how and experience 68 67 69 61 78
Fewer conflicts within the organisation 34 37 40 13 24
Increase in productivity 33 37 46 7 25

Broader employability of staff 29 30 37 29 35
More staff mobility 12 13 33 17 28
Source: Fair play employer survey, 2005; OFA fair play employer survey Hungary, 2008.