Page 22 - increasing-the-value-of-age-guidance-in-employers-age-management-strategies

Increasing the value of age: guidance in employers’ age management strategies

Table 1. Overview of challenges to keeping older workers employed

Systemic barriers Situational barriers Dispositional barriers
Eligible pension age Social attitudes in the The generally negative
workplace and expectations image of older workers
towards older workers could form a self-fulfilling
a
prophecy. ( )
Legislation and tax/benefit Lack of age aware human Loss of confidence and
structures, for example with resource policies and self-esteem and
regard to early retirement guidance activities unwillingness to learn or
b
c
tiredness ( ) ( )
Lack of access to active Companies’ cost-benefit Lack of vocational
labour market services after analyses of investments in qualifications and practical
d
a
retirement age. training older workers ( ) skills (outdated skills) ( )
The economic situation and Family circumstances (caring Internal urges to exchange
demographic developments responsibilities for senior work for leisure or a life
. d
family members) ( ) away from formal work
(voluntary)
Society’s Working conditions and work The ability to manage and
view/perception/prejudices structures which do not cope with change in later
a
towards older workers directly support further life ( )
c
learning ( )
Lack of incentive for Changing and emerging Lack of understanding of
companies to deploy active career development models how the labour market
e
age management policies and flexibilisation of the operates ( )
labour market
Lack of guidance and lifelong Older workers’ competences Financial situation of older
learning opportunities concentrate increasingly on a workers (driver as well as
c
specialised field of work ( ) hampering factor)
Opportunities to keep up to Physical and mental health
c
date with technological problems ( )
changes, lack of information,
. b
reduced social networks ( )
Source: Panteia, based on several sources:
a
( ) Cedefop (2011c);
b
( ) European Commission and Committee of the Regions of the EU (2011);
c
( ) Cedefop (2010);
d
( ) Cedefop (2011a);
e
( ) Cedefop (2008a).

A 2012 Eurobarometer survey shows that ‘lack of opportunities to retire
gradually, exclusion from training and negative perceptions of older people
among employees are perceived to be the main obstacles stopping people aged
55 years and over from working. Employees aged 55 years and over are
perceived to be experienced and reliable, but less likely to be seen as being open
to new ideas or up to date with new technology’ (European Commission, 2012b,
p. 8).
It is useful to see whether demographically determined trends in labour
supply create a market conjuncture more conducive to the employment of older
workers. The demand for older workers might automatically increase and

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