Invecchiamento della popolazione e fenomeni sociali

Seminario
I.N.R.C.A.
Ancona, 14 marzo 2008
Invecchiamento della popolazione e
fenomeni sociali correlati
Antonio Golini
Sapienza, Università di Roma e Accademia dei Lincei
[email protected]
L’allungamento della vita è stato negli ultimi decenni così
intenso e rapido da superare qualsiasi previsione o proiezione
che era stata fatta negli ultimi decenni secolo scorso.
In particolare, come è ben noto, non si è allungata la durata
massima della vita umana dei singoli individui, nel senso che
resta assolutamente straordinario il raggiungere o superare i
110 anni, ma si è allungata la durata media della vita di una
intera popolazione essendo stata eliminata quasi
completamente la mortalità precoce, ed essendo quindi
diventato straordinario il numero di persone che riesce a
superare gli 80 , 90 anni.
Length of life (years) by major development groups,
1950-55/2005-10
Major areas
1950-55
2005-10
difference
%difference
More developed regions –
MDR
66.1
76.5
+10.4
+16
Less developed regions LDR
41.1
65.4
+24.3
+59
Difference MDR less LDR
25.0
11.1
Europe
65.6
74.6
+9.0
+14
Africa
38.4
52.8
+14.4
+38
Asia
41.4
69.0
+27.6
+67
Difference Europe-Asia
25.2
5.6
Source: our elaboration on UN, World Population Prospects: The 2006 Revision, New York, 2007
Popolazione 60 anni e oltre (milioni). Africa, Ue 27, Russia, Cina e India.
1950-2005 e proiezioni al 2050 (variante media)
450
AFRICA
UE 27
Russia
Cina
India
400
350
300
250
200
150
100
50
Fonte: elaborazione propria su dati Onu, World Population Prospects. The 2004 Revision, New York, 2005
2050
2045
2040
2035
2030
2025
2020
2015
2010
2005
2000
1995
1990
1985
1980
1975
1970
1965
1960
1955
1950
0
Popolazione 15-59 anni (milioni). Africa, Ue 27, Russia, Cina e India.
1950-2005 e proiezioni al 2050 (variante media)
1.200
AFRICA
UE 27
Russia
Cina
India
1.000
800
600
400
200
Fonte: elaborazione propria su dati Onu, World Population Prospects. The 2004 Revision, New York, 2005
2050
2045
2040
2035
2030
2025
2020
2015
2010
2005
2000
1995
1990
1985
1980
1975
1970
1965
1960
1955
1950
0
Popolazione 0-14 anni (milioni). Africa, Ue 27, Russia, Cina e
India. 1950-2005 e proiezioni al 2050 (variante media)
600
AFRICA
UE 27
Russia
Cina
India
500
400
TFT (numero medio figli per donna)
300
Africa
Europa
Russia
Cina
India
200
100
Fonte: elaborazione propria su dati Onu, World Population Prospects. The 2004 Revision, New York, 2005
2050
2045
2040
2035
2030
2025
2020
2015
2010
2005
2000
1995
1990
1985
1980
1975
1970
1965
1960
1955
1950
0
2000-05
4,98
1,40
1,33
1,70
3,07
2045-50
2,52
1,83
1,85
1,85
1,85
Current and future aging of the population: it will be unavoidable, but
less rapid where it is currently more intense and vice versa.
Percentage of 60+ at 2006 and its increase between 2006 and 2050
Δ% 60+
350,0
2006-2050
300,0
Africa
America Latina
250,0
Asia
200,0
Mondo
Oceania
150,0
Nord Amertica
100,0
50,0
Europa
Italia
0,0
0
5
10
15
20
25
30
% 60+
2006
Fonte: elaborazione propria su ONU, 2006
A synthesis of the population aging, 2006 e 2050
Population 60+
Countries or area
Millions
2006
2050
Percentage of total
population
2006
2050
2006 to 2050 increase
mln
2050
Percentage in labor
force, about 2006
men
women
More developed regions
248
400
20
32
152,0
61,0
22
11
Less developed regions
440
1,568
8
20
1,1
256,0
50
19
40
171
5
10
131,0
328,0
71
37
World
688
1,968
11
22
1,3
186,0
40
16
Africa
49
193
5
10
144,0
293,9
64
32
Asia
375
1231
9
24
856,0
228,3
48
18
Europe
152
225
21
34
73,0
48,0
15
7
America Latina and
Caribbean
51
189
9
24
138,0
270,6
46
16
Nord America
57
118
17
27
61,0
107,0
29
18
Oceania
4,7
11,9
14
25
7,2
153,2
26
12
Italia
15
21
26
41
6,0
40,0
13
4
Least developed
countries
Fonte: elaborazione propria su ONU, 2006
Un approfondimento del processo
demografico che caratterizzerà il XXI secolo:
l’invecchiamento della popolazione e
della forza lavoro.
Una sfida per le società e le economie, ma
anche una opportunità per il business
Età massima individuale alla morte
110
in 1973 (first supercentenarian, a woman from Lazio)
111
in 1991 (a man from Calabria)
112
in 2002 (a man from Sardinia)
113
in 2003 (a woman from Puglia)
Barbi et al. (2005)
E. Barbi: “Il prolungamento della vita umana: realtà, prospettive, problemi”
Sopravviventi su 1000 nati vivi
Italia
1961
2004
Variaz.
Variaz %
60 anni M
768
906
138
18
60 anni F
849
950
101
12
80 anni M
286
527
241
84
80 anni F
415
724
309
75
Anni attesi di vita residua
Italia
1961
2004
Variaz.
Variaz %
60 anni M
16.7
21.4
4.7
28
60 anni F
19.3
25.8
6.5
34
80 anni M
5.7
7.8
2.1
37
80 anni F
6.4
9.8
3.4
53
Anni vissuti dopo l’età indicata
Italia
1961
2004
Variaz.
Variaz %
60 anni M
12.826
19.338
6.563
51
60 anni F
16.386
24.510
8.124
50
80 anni M
1.630
4.111
2.480
152
80 anni F
2.656
7.095
4.439
167
La malattia
(% di persone con almeno 1 malattia cronica che
dichiarano di sentirsi “in buona salute”, 2007)
Italia
2007 M
2007 F
Differ.
Differ %
60-64 a. M
49.7
41.8
7.9
16
75+ a. M
23.3
20.5
2.8
12
La morte
(morti di 90 anni e oltre per stato civile e sesso, 2004)
Italia
Single
2004 M
2004 F
Distr.%M Distr.%F
1.610
8.132
5.6
11.8
Coniugati
11.128
2.235
38.6
3.3
Vedovi
15.970
58.094
55.4
84.5
101
262
0.4
0.4
28.809
68.723
100.0
100.0
10.6
25.3
Divorziati
Totale
% su totale
morti
Sopravviventi a 65 anni e loro ulteriore aspettativa
di vita, Giappone,1951 e 2005, e Italia, 2003
Fonte: per il Giappone: http://www.ipss.go.jp/p-info/e/S_D_I/Indip.html
Per l’Italia: Istat, Annuario statistico italiano 2006
Anno
1950-52
2005
Numero di Durata della Incremento Incremento
sopravviventi vita residua
totale
in mesi per
a 65 anni
a 65 anni
in anni
ogni anno
(su 1.000)
(in anni)
1951-2005 di calendario
Maschi
900
11.4
994
17.7
6.3
1.4
Italia 2003
850
1950-52
2005
908
996
16.8
Femmine
13.4
22.9
Italia 2003
922
20.6
9.5
2.1
LE PROSPETTIVE PER LA LONGEVITA’ DEGLI INDIVIDUI
A. possibili discontinuità positive
1. successi sostanziali e ricorrenti
nella ricerca di base (con
particolare riferimento alla biogenetica e alle biotecnologie);
2. cure efficaci, semplici, economici
e facilmente accessibili legate
alle cellule staminali,
all’ingegneria genetica e alle
nanotecologie;
3. strumenti diagnostici ancora più
efficaci e affidabili;
4. medicine testate su e prodotte
per anziani e vecchi;
5. attività fisica lungo l’intera vita e
maggior cura per il corpo;
6. più intensa attività preventiva
legata a miglioramenti nella
nutrizione e negli stili di vita.
B. possibili discontinuità negative
1. effetti negativi di accumulo di fenomeni di
inquinamento dell’aria, dell’acqua, del
cibo;
2. effetti iatrogeni di medicine prese lungo
decenni per contrastare le malattie
croniche;
3. comparsa di nuove, inattese e impreviste
epidemie (come può succedere o è
successo per l’AIDS, per il virus H5N1,
nuove forme di tubercolosi);
4. eccessiva “venerazione” del corpo;
5. accresciuta diffusione di droghe, doping,
obesità soprattutto fra le giovani
generazioni;
6. mutamenti climatici di larga scala;
7. insostenibilità del sistema di
welfare legata all’invecchiamento
della popolazione e/o crisi
economiche.
L’invecchiamento
delle famiglie
The coexistence of several generations in a
household of a Western country and not only
Una struttura della famiglia così
invecchiata pone anche il problema di
quale sia il contesto psicologico e sociale
nel quale cresce il bambino, problema più
che mai grande se i genitori sono separati
o divorziati.
E quindi in prospettiva si pone il
problema di che tipo di genitori sapranno
essere questi bambini (e in particolare che
tipo di padri, per i figli di divorziati affidati
quasi sempre alla madre).
The multiplication of the coexistence of
several generations
The multiplication of one-child or childless (somebody now
says childfree) families requires more and more the growth of an
intra-generational solidarity among elderly, to be implemented
side by side with the traditional inter-generational one
A rough evaluation of three co-existent generations (population aged
20-24, 45-49, 70-74; in thousands), 1950-2050, Italy, France, China, India
45-49
70-74
Source: UN, World Population Prospects. The 2004 Revision (medium variant), New York, 2006
20-24
45-49
20
40
20
50
20
50
20
20
20
20
20
10
20
00
19
90
19
80
19
70
0,00
19
60
0,00
19
50
20.000,00
20
50
20.000,00
20
40
40.000,00
20
30
40.000,00
20
20
60.000,00
20
10
60.000,00
20
00
80.000,00
19
90
80.000,00
19
80
100.000,00
19
70
100.000,00
19
60
120.000,00
19
50
70-74
INDIA
120.000,00
20-24
20
40
CHINA
45-49
20
30
20-24
20
10
19
90
19
80
19
70
19
60
19
50
20
50
70-74
20
30
45-49
20
40
0,00
20
30
0,00
20
20
1.000,00
20
10
1.000,00
20
00
2.000,00
19
90
2.000,00
19
80
3.000,00
19
70
3.000,00
19
60
4.000,00
19
50
4.000,00
20-24
FRANCE
5.000,00
20
00
ITALY
5.000,00
70-74
Di alcune conseguenze
biopsicosociali 1/3
Con l’allungamento della vita e la mobilità
straordinariamente crescente, aumentano, in via
formale e informale, sincronica e diacronica:
1.
2.
3.
4.
Il numero di partner nella vita;
Il numero di famiglie nella vita
Il tipo e il numero di lavori nella vita;
Il numero di residenze nella vita.
Saper gestire, individualmente e collettivamente,
queste straordinarie trasformazioni è, e sarà,
questione fondamentale per il benessere psicofisico
degli individui
Di alcune conseguenze
biopsicosociali 2/3
Con l’allungamento della vita e la mutata
epidemiologia sanitaria e sociale sono destinati ad
aumentare:
1. il numero e la proporzione di malattie (in
particolare le varie forme di demenza) che
richiedono particolare e prolungata assistenza;
2. il numero e la proporzione di morti per tumore e
malattie cardiocircolatorie in età molto avanzata;
3. Il numero e la proporzione di disturbi cognitivi,
anche severi;
4. Il numero e la proporzione di disturbi di
personalità, legati fra l’altro alla possibile difficoltà
individuale di gestire le ripetute e intense
transizioni della vita (di cui si è detto prima);
Di alcune conseguenze
biopsicosociali 3/3
Con l’allungamento della vita e la mutata struttura della
popolazione sono destinate ad aumentare:
1. La difficoltà di assicurare ai vecchi adeguata assistenza
sanitaria e sociale (compresa quella burocraticoamministrativa), particolarmente complessa per le persone
che vivono sole;
2. La difficoltà di adattamento, specie per le persone anziane e
vecchie, a una crescente presenza di stranieri e a una
crescente multiculturalità;
3. La difficoltà di assicurare ai giovani adeguate politiche per il
loro sviluppo, per il rischio che le politiche fatte da anziani e
vecchi tendano a proteggere eccessivamente loro stessi (il
che in parte avviene già adesso con l’azione dei sindacati)
4. Le distanze fra le generazioni anche a causa della pervasive,
massicce e continue innovazioni tecnologiche .
Di alcune conseguenze
socio-economiche
Net financial position of the different age groups/cohorts in public
administration accounts, Italy (data from Sartor, 2003)
A tentative scheme of imbalance between a population of specific age-groups and
human resources (i. e. teachers, paediatricians, geriatricians, nurses, etc.)
(c)
(a)
(d)
(d)
(b)
(e)
(1)
(2)
Time
(a) Possible trends in human and other resources according to a balance situation
(b) Possible trends of young population
(c) Possible trends of old population
(d) Possible imbalances between demand and supply
(e) Possible trends in human and other resources according to a balance situation
Time
Demography, aging and GDP
GDP
Employed
WAP
GDP = ------------- * ---------------- * ------------- * Population
Employed Working Age Population
Population
|productivity|
| economic components ||demographic components|
Fonte: Leanza, 2005
Demography, aging and GDP
GDP
Employed
WAP
GDP = ------------- * ---------------- * ------------- * Population
Employed Working Age Population
Population
11,711.8 139.3 164.9
11,711.8 = --------- * --------- * -------- * 293.7
139.3
164.9 293.7
1,677.8 22.4
32.2
1,677.8 = --------- * --------- * -------- * 57.6
22.4
32.2
57.6
1.12
* 1.21 * 1.00
* 5.10
source: World Bank
Employed in millions, 2004
source: USA, ILO; ITALY, ISTAT
WAP (population. aged 2059) in millions, 2005
source: UN, population estimates
Population in millions, 2004
source: World Bank
USA
ITALY
11,711.8
84.1
0.845
0.561
293.7
USA
------------ = --------- * --------- * ---------- * --------- ----------1,677.8
74.9
0.696
0.559
57.6
ITALY
6.98 =
GDP (current US$) in
billions, 2004
USA
----------ITALY
Population by broad age group: less than 15, 15-59, 60 and over
Italy, 1950-2050 medium variant)
40,0
35,0
30,0
25,0
20,0
15,0
10,0
5,0
1950 1955 1960 1965 1970 1975 1980 1985 1990 1995 2000 2005 2010 2015 2020 2025 2030 2035 2040 2045 2050
0-14
12,4
12,2
12,4
12,7
13,2
13,4
12,6
11,1
6,9
6,3
6,1
6,0
6,1
6,0
5,8
15-59
28,9 30,3
30,9
31,8
31,9
32,4
34,3
35,1 35,7 35,9
35,5 34,9
33,8 32,7
31,2
29,0
26,5
24,1 22,5
21,6
20,8
6,8
7,6
8,7
9,6
9,6
10,4
13,8
15,4
16,7
17,9
19,0
19,9
19,2
18,2
60+
5,8
6,2
9,0
12,0
8,6
12,8
8,2
7,9
14,4
7,4
16,0
6,1
19,8
Source: UN, World Population Prospects. The 2002 Revision (medium variant), New York, 2003
ITALIAN OLDER WORKERS: EXIT AGE +
EMPLOYMENT RATE ARE TOO LOW
Average exit age of labor force
64
Sweden
Portugal
63
Switzerland
Ireland
62
61
Finland
Germany
Italy
60
Lux.
UK
Netherlands
Spain
Denmark
Ø=60.5
Czech Rep.
Austria
Greece
59 Hungary
France
Belgium
58
Slovakia
Poland
57
Ø=41%
56
20
30
40
Stockholm Target*
50
60
70
Employment rates of older workers (% of pop. 55-64)
*EU “Stockholm” target: increase employment rate of 55 – 64 year olds to 50% by 2010
Source: EU Commission; BfS; Avenir Suisse; Murray Gendell; US CRS; Team
analysis
Numero medio di ore lavorate per lavoratori
di 50 + in alcuni paesi europei Fonte: indagine Share
Figure 62 - European Working Women and Men and mean daily working hours
7
6.3
6.1
6
6
5.8
5.8
5.7
5.6
5.5
5.4
5
4.9
4.8
4.7
4.6
4.6
4.6
4.5
4.4
4.3
4
3.6
3
2.4
2
M
F
Aus
M
F
Ger
M
F
Svi
M
F
Sve
M
F
Fra
M
F
Ola
Source: the SHARE Project, Our Elaboration (2006)
M
Dan
F
M
F
Sp
M
F
Ita
M
F
Gre
Aging of working age
population and work force
Il mercato del lavoro
Una conclusione che dal versante
demografico sembra chiara:
in presenza di una più o meno forte attesa
diminuzione della popolazione in età
lavorativa, occorre lavorare
tutti di più e più a lungo.
Far crescere la produttività anche per
questa via contribuisce a far crescere
l’economia e quindi i posti di lavoro,
pure di medio-alto profilo per i giovani,
mantenendo alta l’occupazione dei
giovani anziani
EU DEMOGRAPHIC REVOLUTION
IS ALREADY HERE
In the next 10 years the EU will see dramatic growth in the older population, e.g.
•
Across Europe, for the first time, people over 40 will be in the majority (in
Italy and Germany they will be 60% of the population)
•
France will have 20% more people aged 60+
•
Spain and Germany will have 20-25% more in their 50s
... and many fewer young people e.g.:
•
Spain will see a 50% fall in people aged 20-35 (a 60% drop for 25-29 years)
•
Italy will have fewer people in literally every age group from birth to 44 years,
with one quarter less in their 30s
•
The UK will see a big fall in 30s, early 40s (with a 20% drop in 35-45 year-olds)
Source: International Labor Organization (ILO), Laborsta data base, Oct 2006
DEMOGRAPHIC CHALLENGE –
COMPANY EFFECTS
Some European Examples
Air France:
In 2002, it had 8,600 workers aged over 50. In 2010 it will be 16,500
BASF:
Today 55% of the workforce are aged between 35 and 50, but in 2020
the large majority (two thirds !) will be 50 to 65 years old
France Telecom
45% of the headcount in France is aged 46 to 54 (in fact, each of the 8
biggest age cohorts in the company are in exactly these ages)
Some large European banks
60% of workforce is already aged between 40 and 65
Source: Press reports, May 2007
TAKE A LOOK AT OLDER PEOPLE
70 IS THE NEW 50
•
HSBC study of 21,000 people aged 40
to 79 years, across 21 countries
•
Paid work. In OECD, 75% of people in
their 50s and half in 60s have some
Paid work for 70-year olds = 20% in
USA, 1% in France (which is future?)
•
Rethinking retirement. Many more
men + women in 50s, early 60s plan to:
- “work as long as possible”, or to
- “retire at the full pension age”
•
Older people feel healthier today.
- People after 60 do things in past only
for 40s / 50s e.g. sports, travel, sex
- Only 8% of 70 year olds in OECD feel
in poor health (3% Canada, 12% Germ)
Il processo di invecchiamento della
popolazione e il mercato del lavoro in Italia
I risultati di due indagini:
- su un campione di 1000 lavoratori da 50
a 70 anni e su 1000 pensionati da 50 a 70
anni (luglio-ottobre 2003);
- su un campione di 175 aziende
(novembre 2003-febbraio 2004)
Policies and opinions
Figure 7 – Companies according to evaluations about skills and aptitudes of younger
and older workers (percentage values; end 2003 – beginning 2004)
Q. 15: According to the
company’s experience,
compare younger (<35)
and older (>50) personnel
with respect to the aspects
listed below
more positive for younger workers
adaptability to innovations 90,8
familiarity w ith IT
0.0
1.9
90,4
creativity
67,8
flexibility w ith different duties
0.1
59,7
general serviceability
8.2
42,4
group integration
7.5
33,4
6.6
total productivity
19,6
15.6
absenteeism
18,7
16.4
respect of hierarchy
17,6
w illingness to hard or repetitive tasks
17,1
w illingness to w ork overtime
37.3
35.4
14,2
35.4
level of attention
10,7
w illingness to help co-w orkers
12,1
general reliability
33.2
33.6
3,2
sensitivity tow ards company’s interests
39.8
6,4
accuracy
45.0
4,6
ability to lead
51.1
11,4
loyalty to the company
100.0
30.5
9,2
personal responsibility
Source: survey data, Department of
demographic Sciences and ISFOL
more positive for older workers
64.3
1,8
75.0
50.0
25.0
65.4
0.0
25.0
50.0
NB: the 100 difference is represented by the ‘substantial equality
75.0
100.0
Training
Figure 9a - Employed (aged 50-69) who have attended professional training and upgrading
courses and period in which the course has taken place (percentage values; June-July
2003)
Q. 13: During your professional career, have you been involved in professional training and/or upgrading activities?
If yes, Q.13a: When does your last course date back to?
1-2 years ago
9.7%
No
49.1%
Yes
50.9%
2-5 years ago
8.4%
Less than 1 year
ago
21.1%
5-10 years ago
6.5%
More than 10 years
ago
5.3%
Source: survey data, Department of demographic Sciences and ISFOL
Desire of retirement
Figure 12a - Employed workers opinion about their desire and motivations for retirement
(percentage values; June-July 2003)
Q. 20: If it would only depend on you, would you retire:
Q. 21a: As soon as possible, and why?
%
I don’t know
8.2%
As soon as
possible
49.2%
Provided that my economic conditions are suitable
Regardless of my economic conditions
Because of my work environment
Total
Q. 21b: As late as possible, and why?
When my
contract expires
25.2%
As late as
possible
17.3%
Source: survey data, Department of demographic Sciences and ISFOL
Provided that my work environment is favourable
In order to reach better economic conditions
Regardless of my economic conditions
Total
66.4
17.7
15.9
100.0
%
38.3
31.6
30.1
100.0
Desire of retirement
Figure 13 - The opinion of companies about their workers’ desire to anticipate retirement
(percentage values; end 2003 – beginning 2004)
Q. 22: Do you think that workers would like to anticipate retirement before achieving the legal retirement age?
Yes, provided that
they receive
incentives from the
company
40.4%
Yes, they would do
so anyway
18.2%
I don’t know
19.1%
No, generally they
would not do so
22.4%
Source: survey data, Department of demographic Sciences and ISFOL
Età fino alla quale ci si ritiene capaci di lavorare
Figure 14 - The opinion of employed as concern the age until which one mantains a full
capability to work, by age
Q.14: In your opinion, up to what age could a person at your age and with your work condition work efficiently?
60,0
50,0
40,0
30,0
20,0
10,0
0,0
50-54
55-59
60-64
65-69
50-54
8,8
2,1
0,9
0,0
55 -59
26,2
16,9
5,2
0,0
60-64
39,0
47,5
24,3
18,8
65-69
17,4
24,2
40,9
31,3
70 and over
8,6
9,3
28,7
50,0
Age group
Respondents’ age
Source: survey data, Department of demographic Sciences and ISFOL
Alcuni elementi della strategia della
Volkswagen per fronteggiare
l’invecchiamento della forza lavoro
(da una presentazione di Wilfried
Kruger, manager-human resource
Volkswagen Braunschweig, Milano,
Seminario Adecco, febbraio 2006)
Prejudice of „older deficit“ and influences
restricted efficiency of
older employees
low flexibility
through older
employees
high
health-related
absenteeism
low
motivation
state of health
of older employees
high personnel
expenditure
„compartmentation“
and suppression of
older employees
assignment of older
employees adding little value
advancing productivity by
„high-tech“- investment
production just for young
and fit employees
lower qualification for
older employees
loss of
knowledge
and experts
low performer
discussion
Early retirement
programme - control
cancellation agreement for older employees –
high costs
number of employees
Volkswagen - Demografical development – forecast by 2024
average age: 45
250
average age: 38
200
2004
2024
150
problem:
number of employees
with healthy restrictions
increases with older age
100
50
most restrictions:
0
15 17 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65
age of employees
77%
64%
Employee age 53 to 61:
45-60% restrictions
Employee age 30 to 40:
20-35% restrictions
49%
posture (to carry)
posture (to bend)
posture (to stand)
45%
working time
human resource management – rethink-process/ influences
since 1993: Instruments of human resource management
•Time-bond
Early possibility to leave work
•Flexibility ledger with demografical
saving accounts
Working life account of positive
overtime-balances in a year
(unit-linked)
•„Altersstafette“
Agreement to lower working time of
older employees
•occupational health promotion
Lots of programes to keep work ability
•Time for qualification (Auto5000)
Longlife Learning / costs: 50% VW +
50% employees
•„Personaleinsatzbetrieb“
To introduce flexible employment
guarantee, for example work2work
Personal responsibility +
Provision of agreed and individualed services
work2work – procedures / assignment
Analysis with company physician
healthy restrictions
original production
trans-sectoral production
human resource, staff association, representative body for disabled employees,
line manager, company physician
individual
contract of integration
work-book
personnel data
profile of
employee:
human
resource:
-work ability
-interests
-qualification
-skills
Knowledge
about
possibilities
of assignment
data of working place
special skills
healthy restrictions
fitnessprogram
work2work – work-out programme
cw 02 - 03 2006
time
monday
tuesday
wednesday
thursday
7:30 - 8:30am
Pezziball (B)
Volleyball
Bodyfit (A)
Volleyball
Fantasy (R)
8:30 - 9:30am
Qi Gong (R)
Perineal
gymnastics (A)
Fitnesstraining (C)
Qi Gong (R)
Theraband (B)
9:30 - 10:30am
Pezziball (B) Fitnesstraining (C)
Volleyball
Bodyfit (A)
Qi Gong (R)
10:30 - 11:30am
Volleyball
Fantasy (R)
Theraband (B)
11:30 - 12:30am
Bodyfit (A)
Fitnesstraining (C)
Fantasy (R)
Perineal
gymnastics (A)
Volleyball
friday
Qi Gong (R)
Pezziball (B)
12:30 - 1:30pm
Theraband (B)
Qi Gong (R)
Perineal
gymnastics (A)
Fitnesstraining (C)
Fantasy (R)
1:30 - 2:30pm
Volleyball
Pezziball (B)
Volleyball
Fantasy (R)
Bodyfit (A)
aerobic (A)
back exercises (B)
cardiovascular gymnastics (C)
relaxation (R)
theory (TH)
Alcuni elementi della strategia di altre
aziende
Da una presentazione di
Peter Siderman,
Managing Director, Adecco Institute
Seminario Adecco, Torino, novembre 2007
DEMOGRAPHIC CHALLENGE –
COMPANY EFFECT
Audi cars
Silverline Program
The average Audi production worker is today aged 40 and in 5 years more than
1-in-3 workers will be aged 50+ years (at least 7,000 workers in Germany)
Audi recently launched its Silverline Program, to find out how best to keep older
workers productive and included
Audi is increasing production of the new R8 sports car, and is focusing on older
workers for this – because experience is better than physical fitness here
The R8 production requires the same manual assembly process to be repeated
every 46 minutes, versus every 1.5 minutes for typical Audi models
Source: Press reports, May 2007
DEMOGRAPHIC CHALLENGE – CASE STUDIES
CAREER
MANAGEMENT
ASDA (Wal-Mart) – UK
One of the UK’s largest retailers, it values attracting mature workers.
20% of ASDA’s total 20,000 employees are over 50.
ASDA offers flexible arrangements and benefits targeted at older workers:
• “Benidorm leave” (three months unpaid leave from January to March)
• “Grandparent leave” (a week unpaid after the birth of a grandchild).
Flexible arrangements for older workers provide benefits, e.g. in high business
periods, and performance gains (stores with a higher proportion of older
workers have ~30% the average ASDA absenteeism rates)
Source: CEO Forum Group
DEMOGRAPHIC CHALLENGE – CASE STUDIES
LIFELONG LEARNING
VOEST ALPINE – Austria / Germany
Voestalpine offers a Formula 33 training aimed at all age groups. 33 = 3 age
groups (young, middle, old) and 3 types of training:
- On the job (quality control, project leader, health and safety training)
- Near the job (e-learning, job rotation, public speaking, train-the-trainer)
- Off the job (trade fairs, field trips, seminars)
Workers can invest 2% of their annual work time (~4 days) in personal or
professional training
Participation is acknowledged in people‘s annual performance review
Since 2000, Voestalpine has hired nearly 3,000 staff and 17% are over 40
Source: Voestalpine HR manager presentation, April 27, 2007
DEMOGRAPHIC CHALLENGE – CASE STUDIES
AGE DIVERSITY MANAGEMENT
Storebrand - Norway
One of Norway’s biggest banking and insurance groups, Storebrand supports
diversity and equality of status for older workers.
Storebrand policy initiatives include:
• Ignoring age as a factor in both recruitment and down-sizing
• Intranet pages specifically with information on “senior policy”
• Workers aged 60+ can take 3 extra days off.
• Employees aged 64+ may have shorter working days than others.
• Workers aged 60+ have one hour physical training during the week.
• Older workers have a special fund for studies
• A “senior committee” covers flexible job arrangements and retirement planning
Source: “Healthy Work in an Ageing Europe”
Fare dell’invecchiamento un business
La realtà di una popolazione che invecchia in
Italia e in tutto il mondo può anche essere vista
pensando alla popolazione anziana e vecchia
come un enorme e crescente mercato che ha
bisogni specifici sia di beni, sia di servizi.
Investire, da parte delle aziende, nella
produzione di tali beni e servizi può giovare alla
economia italiana in termini generali e al
benessere degli anziani e dei vecchi in termini
specifici.