EurWORK European Observatory of Working Life

Ageing workforce

The retention of older workers in employment is an important objective not only of labour market policies but also for social protection budgets. The Foundation has gathered and analysed cases of good practice in age management, designed to improve job opportunities and working conditions for older workers. Each case study describes how the organisation approached the issue and what the results were in the medium to long term.

205 items found (page 6 of 21)

Swiss Chair Corporation, Hungary: Comprehensive approach

Ageing workforce
17 April 2007
  • Hungary
  • Organisation Size

    Medium

  Organisational background   As a consequence of their qualifications and experience in production, older workers at Swiss Chair Corporation in Hungary enjoy good wages, rewards and esteem, ensuring the possibility of a career for life.
  • Legal form

    Private

  • Sectors

    Construction and woodworking

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Comprehensive approach

  • Target Groups

    Skilled Manual

Silvan, Denmark: Recruitment

Ageing workforce
27 March 2007
  • Denmark
  • Organisation Size

    Large

  Organisational background   Silvan, a Danish chain of do-it-yourself stores, has succeeded in integrating long-term unemployed older people into its labour force by conducting informational and recruitment campaigns. About 70 per cent of the participants in the campaigns now work in one of Silvan’s stores.
  • Legal form

    Private

  • Sectors

    Commerce

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Recruitment

  • Target Groups

    Other non-manual, Skilled Manual, Unskilled Manual

Dublin Bus, Ireland: Recruitment / Changing attitudes

Ageing workforce
27 March 2007
  • Ireland
  • Organisation Size

    Large

  Organisational background   Dublin Bus (Bus Átha Cliath) is an example of a semi-state company that has an active and wide-ranging diversity policy in place with specific steps to benefit older workers.
  • Legal form

    Public

  • Sectors

    Public sector

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Changing attitudes, Flexible working practices, Recruitment

  • Target Groups

    Other non-manual, Skilled Manual

KMD, Denmark: Health and well-being / Exit policy / Flexible working practices

Ageing workforce
27 March 2007
  • Denmark
  • Organisation Size

    Large

  Organisational background   KMD provides information technology (IT) and consultancy services to both the public and private sectors. The core business consists of products for the local authority market. The company aims to diversify its business so that it increasingly includes projects and outsourcing services for local and central government organisations, as well as for private sector companies. The services provided by KMD include systems management, as well as development and maintenance of IT systems for large corporations and government institutions.
  • Legal form

    Social economy/voluntary/other

  • Sectors

    Information technology

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    development, etc, Flexible working practices, Health and well-being, Training

  • Target Groups

    Persons with health problems, Professional/managerial, Skilled Manual

IKEA, Denmark: Comprehensive approach

Ageing workforce
27 March 2007
  • Denmark
  • Organisation Size

    Large

  Organisational background   IKEA A/S, a leading furniture retailer in Denmark, strives to obtain a culture of equal opportunity, fair treatment, social responsibility and diversity in its staff. Consequently, in some situations, it is necessary to launch special programmes for certain target groups.
  • Legal form

    Private

  • Sectors

    Commerce

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Comprehensive approach

  • Target Groups

    Other non-manual, Professional/managerial, Skilled Manual, Unskilled Manual

Foyer, Luxembourg: Training and Development/ Health and Well-Being

Ageing workforce
27 March 2007
  • Luxembourg
  • Organisation Size

    Medium

  Organisational Background   Foyer S.A. has initiated innovative training and qualification measures aimed at boosting the employability of employees of all ages throughout their life. The pilot project in the field of knowledge management is primarily geared to the skills and capabilities of older employees and to their importance to the company.
  • Legal form

    Private

  • Sectors

    Financial services

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    development, etc, Health and well-being, Training

  • Target Groups

    Professional/managerial

B&Q, Ireland: Comprehensive approach

Ageing workforce
27 March 2007
  • Ireland
  • Organisation Size

    Large

  Organisational background   B&Q Ireland Ltd. has a long-standing diversity management programme that specifically targets older people. B&Q has stores in the UK and Ireland and the B&Q HR policy is the same in all stores.
  • Legal form

    Private

  • Sectors

    Commerce

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Comprehensive approach, Flexible working practices, Recruitment

  • Target Groups

    Skilled Manual

PEI, Ireland: Changing attitudes

Ageing workforce
27 March 2007
  • Ireland
  • Organisation Size

    Small

  Organisational background   PEI is an example of a private organisation with progressive and comprehensive policies on equality, diversity and dignity in the workplace.
  • Legal form

    Private

  • Sectors

    Commerce

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Changing attitudes, development, etc, Training

  • Target Groups

    Other non-manual, Skilled Manual

Post Danmark, Denmark: Flexible working practices

Ageing workforce
26 March 2007
  • Denmark
  • Organisation Size

    Large

  Organisational background   A special clause in the collective agreement at Post Danmark entitles older postal workers to extra holidays, reduced working hours and full pension contributions. The arrangement has been a contributory factor in postponing retirement until the age of 62.
  • Legal form

    Private

  • Sectors

    Post and telecommunications

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Flexible working practices

  • Target Groups

    Unskilled Manual

Fortis Banque Luxembourg, Luxembourg: Training/Health and well-being/Wage policy

Ageing workforce
24 March 2007
  • Luxembourg
  • Organisation Size

    Large

  Organisational background   The HR Department of Fortis Banque Luxembourg SA (FBL) offers a range of human resource strategies to enable its employees to have a good work–life balance. The measures for working-time flexibilisation, qualification and health promotion (for example, the further education measure 'Be part of the future') are specifically geared to older employees and are aimed at counteracting employment and qualification risks.
  • Legal form

    Private

  • Sectors

    Financial services

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    development, etc, Flexible working practices, Health and well-being, Training, Wage Policy

  • Target Groups

    Professional/managerial

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