Labour market policies

BT has an ‘age neutral’ approach to promoting diversity and equality among age groups in its workforce. The organisation’s equal opportunities and diversity policy aims to ensure everyone should have the same opportunities for employment and promotion based on their ability, qualifications and

MT age management policies are viewed internally to be in line with trends among similar large companies in Hungary. Large companies, including MT, are generally characterised by a relatively secure position in the market. They are subsequently able to maintain a consistent HR policy towards

Respondents in Kiruna Regional Administration agree that there have been rapid developments within local governments with relation to age management. In the early 2000s, the primary concern of local governments was to encourage older employees to leave employment early. By 2010, concerns had shifted

According to the head of the HR department, age management is a relatively recent concept in the Czech Republic. However, although the concept is still developing, the majority of HR officers in Czech organisations have already introduced age management measures to some extent into their practices

DHV is a company reliant on the knowledge and personal skills of people. People are the most important asset of the company, and as a consequence the philosophy is to ensure strong HR policies that encourage employability and mobility of workers over time for the entire workforce. The company has

While age management at the Borealis Group has always made use of generous regulations for early retirement – particularly at BAM and its predecessor AMI – there has also been a movement to maintain older workers in the workplace by creating sustainable work processes and adapting work practices to

Eurofound’s research on ‘Restructuring in recession and labour force participation’ explored the age management practices of companies in light of restructuring undergone during the recession. The study looked at policy in relation to the retention of older workers (aged 50 or more) in employment at

Eurofound’s research on ‘Restructuring in recession and labour force participation’ explored the age management practices of companies in light of restructuring undergone during the recession. The study looked at policy in relation to the retention of older workers (aged 50 or more) in employment at