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

Figure 6. Recruitment and retention of older workers in companies

Source: Manpower (2006).

Recruitment strategies specifically targeting older workers are employed
more frequently in Singapore (48%), Hong Kong (24%) and Austria (21%). Older
worker retention strategies are the most prevalent in Japan (83%), Singapore
(53%), South Africa (34%) and New Zealand (33%). Except for Austria, all
European countries score below the 20% on both questions.

3.3.2. Older worker have different working conditions
Age is an important factor in describing working conditions, with significant
differences emerging between younger and older workers. The European
working conditions survey (Eurofound, 2008) shows that younger workers are the
most exposed to physical risk factors at the workplace and the least satisfied with
working conditions. However, they have more training opportunities.
Older workers are more protected against risk exposure, have a higher
degree of autonomy at the workplace and a lower degree of work intensity.
However, they receive fewer opportunities with respect to involvement in new
organisation forms, training and learning new tasks at work. Adult workers also
carry a heavier burden in relation to caring activities outside of work and report
lower levels of satisfaction with work-life balance.

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