Gradual retirement as part of (e) conomic inclusion of ... · Tilburg University, Tilburg . FJG...
Transcript of Gradual retirement as part of (e) conomic inclusion of ... · Tilburg University, Tilburg . FJG...
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Gradual retirement as
part of (e) conomic
inclusion of elderly in
communities
Dr Franz Josef Gellert
iAge April 19, 2012
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„Hypothesis“
“Gradual retirement and (e) inclusion of elderly are
two different pairs of shoes.”
iAge conference Assen, 18th April 2012
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Introduction Franz Josef Gellert
Professional experience
Educational experience
Hanze University, Groningen
Tilburg University, Tilburg
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• Introduction to the topic
• Current situation of ageing population
• Effects of retirement and (e) inclusion on: retirees, employers, society,
communities and labour markets
• Outcome expectation of our project
• The next months to come
• Summary
• Discussion
Table of Contents
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Lifespan
employment
Introduction to the topic
Current situation
65-67
retirement
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Lifespan
employment
Introduction to the topic
A more natural situation
Gradual retirement
65-67
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1. Reduction of working hours (employees)
2. Simultaneous reduction of responsibility and remuneration (employers)
3. More freedom to do other things (employees)
4. More flexibility in recruitment and maintaining knowledge (employers)
5. Installation of new communities or entrepreneurships (employees, society)
6. Participation in regional communities (employees, society)
What can gradual retirement mean?
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Labour markets: overcoming the expert gap, recruitment of experienced people
Retirees: motivation-demotion
Employers: knowledge, experience, productivity
Society: development, sustainability, recognition
Communities: social exchange, proactive people, strengthening regional
networks, matching interests in the neighbourhood, senior care campus*
* Wessing (2012)-Living Care Campus.
Effects of gradual retirement on:
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2 Examples of worldwide proportion of people aged above
65/80 (percentage of total population)
1975 1997 2025 2050
Europe 10.7 12.9 18.1 25.2
Americas 6.9 7.9 13.2 19.1
1975 1997 2025 2050
Europe 1.6 2.7 4.5 8.8
Americas 1.2 1.7 2.9 5.7
65
years
80
years
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(Source: Eurostat, 2009)
Demographic changes up to 2015
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Labour force by age in Europe
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(Source: Eurostat , 2009)
Employment rate in the EU
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Current employment situation in selected countries*
*OECD Factbook 2011: Economic, Environmental and Social Statistics - ISBN 978-92-64-11150-9 - © OECD 2011
Country Employment
rates 55-64
Employment
rates 65 plus
2000 2010 2000 2010
Germany 36.8 57.7 2.7 4.0
Netherlands 29.7 54.1 3.2 5.7
Denmark 53.6 57.6 2.5 6.2
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Current situation:
Low level of (e) conomic inclusion of older people in communities
Low participation in social networks, usage of online tools
Loss of social functions and relations
Social and psychological problems*
Lifestyle and behavioural changes: beliefs, values, thinking, attitudes
Future:
Social engagement in communities; matching individual and societal interests, applied
experience for active communities
Knowledge presence in society and companies helping with startups, doing incubator work, and
playing roles as business angels
Productivity transfer to companies, communities and society
* Bond et al (2007). Ageing in Society
(E) conomic (ex) inclusion of older people
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• A tool for stress reduction
• Stimulus for lifelong learning
• Tool for preservation of older employees‘ employability
• Neutralizer of negative feelings such as being excluded from others, injustice
or discrimination
• Ensure knowledge transfer over generations
• Increased level of lifestyle quality
What can be expected when gradual retirement and (e) inclusion
takes place?
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Productivity of older people
Age Voluntary
activities
Personal
care
Child care
55-69 14% 14% 26%
70-85 8% 9% 15%
* Bond et al (2007). Ageing in Society
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Current situation of ageing workforces (international)
Applied research approach:
Automotive industry
When older workers joined teams then the productivity and quality increased (car
producer in Sweden)
Health care sector
Age did not play a role in a health care team because the capability to treat a
patient well was of high importance (residential homes for elderly in Germany)
Various industries
Age did not play a role with regard to learning (80 companies in Germany)
Source: Gellert (2010)
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Current situation of ageing workforces (national)
Employers do not want older workers, Tuesday 14 February 2012
• The days of long-term permanent jobs are over and employers are not enthusiastic
about retaining staff once they reach 65, according to a report published on Tuesday by
the government's social policy advisor SCP.
• A growing number of employers are filling permanent jobs with staff on temporary
contracts in order to create the flexibility lacking in the current collective labour
agreement (CAO), says the report.
• According to the SCP, 13% of all workers are on a temporary contract.
• Older workers are not appreciated, says the report. Despite the greying of the
population, just 55% of employers want staff to work until they reach 60 and only 15%
are happy to keep them on after they reach retirement age.
• The government is planning to increase the state retirement age from 65 to 67 by 2020.
Source: http://www.dutchnews.nl/news/archives/2012/02/employers_do_not_want_older_wo.php
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Current situation of ageing workforces (national)
The Netherlands
2.5 million people are over 65 in 2010 =15.3% of the population. In 2038 it is expected to be
over 20%.*
People above 65 with mental health: 78 % (CBS statistic, 2009)
Income of people above 65: 25,000 €
Social situation after 65: 20% are single households
6% randomly have social contacts
with friends
2% randomly have social contacts
with family members
* Garssen en Van Duin, 2007
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Current situation of ageing workforces (regional)
Regional-provinces (people above 65 in percent)
Drenthe 17.3 %
Groningen 15.3 %
Friesland 16.0 %
(people who still work above 65 in cities)
Assen 11%
Groningen 10%
Leeuwarden 8%
* Garssen en Van Duin, 2007
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Why (e) inclusion of elderly in communities?
Capabilities of older workers:
• Productivity and quality increases • Relationship quality on a higher level • Learn less fast but can remember things better • Memory= foundation of wisdom*
• Motivation is high • The power of mindfulness
Compared to younger colleagues, older workers are often…….
• More willing to learn • Resilent to psychological effects • Aware of delivering good quality*
*Cohen, G.D. (2005). The mature mind. The positive power of the aging brain
*Gellert, F.J. (2008). The effects of ageing workforces on international organizations
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The usage of elderly social networks and online surroundings
Current:
60% of people above 50 are online users (Bitkom,
2012).
Of those, 38% are on social networks like Facebook,
etc.
Future:
Increasing number of online users and participants
in social networks
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23 FJG: KCO-KCA
What?
• Room for gradual retirement arrangements as part of labour
agreements because of an increased number of older workers
remaining in companies
• Increased number of older workers who network with other workers or
citizens. Active online community. • Gradual retirement schemes for employers and employees • Increased number of older entrepreneurs • Expand the link of older people with communities • Increased number of Match-makers (combining mutual interests)
How? Mixed method approach • Surveys/interviews (attitudes, wishes, desires) of employees • Surveys/interviews (attitudes, wishes, desires) of employers
Outcome Expectation of our Pilot Project
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The next months to come
Jan-Dec. 2012 Gradual retirement schemes
July-Dec. 2012 Involvement of stakeholders in the survey
development
July-Sept. 2012 Pre-test, final decision on the instrument and
start distribution
Sept.-Dec. 2012 Reception of gradual retirement schemes
Report writing
Dec. 2012 Dissemination of results
Submission to an academic journal
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Summary
• Population and workforce are growing older • Gradual retirement schemes can convince partners
involved • Late careers possible
• Communities help connect people and include them in
society • Employability of older workers helps companies
overcome expert shortage in the near future
• Older workers value economic inclusion with high
motivation and high level of productivity.
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“Gradual retirement and (e) inclusion of elderly are
two different pairs of shoes.”
„Hypothesis is not confirmed“
Hypothesis
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„Does being old exclude every opportunity for
happiness?
No, happiness excludes being old.“
Franz Kafka (Austrian Writer)
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References
Bond et al. (2007). Ageing in Society. European Perspectives on Gerontology. London:
Sage Publications.
CEDEFOP (2012). www.cedefop.europa.eu
EuroStat (2009).www.eurostat.eu
Garssen, J. en Van Duin, C. (2007). Grijze druk zal verdubbelen. De actuaris, 14 (3), blz
14-19.
Gellert (2008). The effects of ageing workforces on international organizations: Göttingen,
Sierke Verlag.
Gellert (2010). The role of age in work team settings. Ridderkerk, Ridderprint.
OECD (2012). www.oecd.org.
Wessing (2012)-Living Care Campus
http: www.dutchnews.nl.
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Discussion/Questions
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Thank you!