CEPS欧洲政策研究中心-Policies-for-an-Ageing-Workforce-_8211-CEPS_79页_2mb

Summary of Policies for an Ageing Workforce

Core Content

This document presents a comprehensive analysis of policies related to an ageing workforce, focusing on work-life balance, working conditions, and equal opportunities. It is a collaborative effort by multiple researchers and institutions, including CEPS, NIESR, FACTAGE, and Eurofound, aimed at addressing the social, economic, and policy challenges associated with extending working lives in Europe.

The report emphasizes the importance of active ageing as a key strategy to sustain welfare systems and social cohesion in the face of demographic change. It highlights that while life expectancy is increasing, this trend necessitates longer working lives and more flexible retirement options. The report also underscores the need for equal opportunities and workplace adaptation to ensure that older workers are not disadvantaged and can continue to contribute meaningfully to the economy.

Main Viewpoints

• Work-life balance is a central theme, particularly in relation to care responsibilities. Older workers, especially women, are more likely to provide care to both children and disabled/infirm individuals, which can affect their ability to work and their job satisfaction.
• Gender disparities persist in care provision and work-life balance, with women typically taking on more care duties, which may contribute to unequal domestic labor distribution.
• Working conditions significantly influence the sustainability of working lives. Factors such as physical working environment, autonomy in working hours, and job satisfaction are crucial in determining whether older workers can continue working into later years.
• Pension reform is essential but not sufficient on its own. Partial retirement and flexible working arrangements are proposed as viable alternatives to support older workers who wish to reduce working hours without retiring.
• Skill utilisation among older workers is a key area of focus. The report shows that older workers are more likely to overuse their skills, and that skill mismatch can lead to lower job satisfaction.
• Education and training play a vital role in enabling older workers to remain in the workforce. The report notes that while educational attainment has increased, it is not the primary driver of increased labor force participation among older workers.
• Active ageing encompasses more than just employment. It includes health, social inclusion, lifelong learning, and volunteering, all of which contribute to a more productive and fulfilling later life.

Key Information

Demographic Trends

• By 2050, the proportion of people over 75 will be similar to that of people over 65 today.
• The number of older workers (aged 55–69) has increased by 15 percentage points over the past decade.
• In the EU28, employment rates for 55–64 year olds have risen steadily over the last 15 years.

Work-Life Balance and Care

• 77% of workers with children under 18 care for them daily.
• 29% of men and 35% of women aged 50–64 in the EU provide care for grandchildren at least once or twice a week.
• 12% of workers provide care for infirm or disabled people at least once or twice a week, with a greater proportion of women involved in such care.
• 27% of women aged 50–64 and 17% of men provide weekly care for disabled or infirm individuals.

Working Conditions

• Good working conditions (e.g., physical environment, autonomy) are associated with longer working lives.
• Job satisfaction is high among older workers, with 90% reporting satisfaction.
• Part-time work is more common among older workers, especially women, and is linked to better work-life balance.

Pension and Retirement Policies

• Pension age uniformity may not be fair given differences in life expectancy based on educational attainment.
• Partial retirement is a promising approach to allow older workers to reduce working hours while remaining in the workforce.
• The report suggests that supplementary pensions and flexible retirement schemes are necessary to ensure retirement income adequacy.

Skills and Employment

• Skills mismatch among older workers is linked to lower job satisfaction.
• Older workers are more likely to overuse their skills than younger workers.
• Educational attainment has a limited impact on increasing labor force participation among older workers.
• Mini-jobs in Germany and Austria have contributed to the increase in part-time employment for older workers.

Policy Recommendations

• Lifelong learning and skill development should be promoted to support older workers.
• Flexible working arrangements and partial retirement schemes need to be expanded and better integrated into national policies.
• Workplace adaptation and health considerations should be central to policy design.
• Care responsibilities must be acknowledged and supported through policy and legal frameworks.
• Intersectoral coordination is needed to ensure that employment, health, and social protection policies are mutually supportive.

Conclusion

The report concludes that an ageing workforce presents both challenges and opportunities for European societies. To harness the potential of active ageing, policies must address work-life balance, working conditions, skill utilisation, and care responsibilities. The European Pillar of Social Rights offers a guiding framework for such efforts, promoting fairness, sustainability, and inclusivity in the labor market and social policies.