presentation Age Management

Age Management
• Nijmegen 13 december 2006
• Prof. Willem J.A. Goedhard, MD, PhD
©2006 Willem Goedhard,
Middelburg
©2006 Willem Goedhard,
Middelburg
Age Management: a new concept
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Wat is Age Management?
Waarom nodig?
Age Management in Nederland
Ontwikkelingen in de Arbozorg in de
toekomst
• Occupational Gerontology
©2006 Willem Goedhard,
Middelburg
Waarom Age Management?
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EU:[ Barcelona 2002,Stockholm 2001]
In 2010:
> 50% van de 55-64 in arbeidsproces
Pensioenleeftijd met 5 jaar omhoog
©2006 Willem Goedhard,
Middelburg
De toekomst
©2006 Willem Goedhard,
Middelburg
Langer werken?
• Hoeveel langer??
• Niet eenvoudig te
beantwoorden:
• Hangt o.a. af van goede
bedrijfsgezondheidszorg
©2006 Willem Goedhard,
Middelburg
122 years
©2006 Willem Goedhard,
Middelburg
Wat is Age Management?
• Age Management means managing the
Work Ability of personnel and the
success of the enterprise.
• Everyday management from the viewpoint
of the life course and resources of
people whether the changes are caused
by the aging process or by ageassociated factors
©2006 Willem Goedhard,
Middelburg
AGE MANAGEMENT
1. NATIONAL LEVEL
- Employment policy
- Education policy
- Retirement policy
- Social protection
- Health services
2. COMPANY LEVEL
- Training of managers and
supervisors
- Age strategy
- Age-adjusted workplaces
- Promotion of work ability
- Prevention of age
discrimination
©2006 Juhani Ilmarinen, Helsinki
Pekka Himanen (born 1973) is a
Finnish philosopher
©2006 Willem Goedhard,
Middelburg
Finland als kennisbasis?
• An information society is a society in
which the creation, distribution and
manipulation of information is a significant
economic and cultural activity. The
knowledge economy is its economic
counterpart whereby wealth is created
through the economic exploitation of
understanding.
©2006 Willem Goedhard,
Middelburg
Recommendations
Herman Wijffels (World Bank Institute):
Greying of the society? The main challenge
is to maintain the vitality of the modern
society; “we should invest in vitality”: This
implies: No age limits in education
(university)
[ 2nd Jan Brouwer Conference , Haarlem, 18January 2006]
©2006 Willem Goedhard,
Middelburg
Age Management Toolbox
• 3 elements:
• The attitude of the supervisor towards
aging workers is the key element:
• “connecting people”-
• Connecting “employer – aging
employee”[Nokia] through promotion of
work ability
• E.g. participatory ergonomics
©2006 Willem Goedhard,
Middelburg
What Supervisors should know about ageing?
Age structure of the company today and
in the future
 Dependency ratios
 Modern concept of work ability
 Work ability and employability
 Work ability and economics
 Ageing and productivity

©2006 Juhani Ilmarinen, Helsinki
Aging and Work
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Individual aging worker:
Objectives should be:
Health promotion
Optimum functional capacity
Work ability promotion
Skills & knowledge training
©2006 Willem Goedhard,
Middelburg
What Supervisors should know about ageing?
Aging and health
 Aging and mental growth
 Aging and functional capacities
 Aging and learning
 Regulation of work load
 Age-management Tool-box
 Prevention of age discrimination

©2006 Juhani Ilmarinen, Helsinki
Aging and Work
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The company with aging workers
objectives:
Good Age management
Lowering costs of sick leave / absenteeism
Improvement of productivity
©2006 Willem Goedhard,
Middelburg
Aging and Work
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Society objectives:
Less age discrimination
Decrease of health costs
Longer worklives
Later pension ages
©2006 Willem Goedhard,
Middelburg
Waarom Age Management?
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Bevolkingsontwikkeling, Europa
2005- 457 million
2050 – 454 million
2010-2050: working population:
-/- 48 m (=-16%)
Dependency ratio:
2010: 4:1, 2050 2:1
•
Source: FIOH 2006
©2006 Willem Goedhard,
Middelburg
Waarom Age Management?
Aansporingen 
werknemers (langer doorwerken)
Werkgevers Langer in dienst houden en
ouderen in dienst nemen:
Investeren in Arbeidsgeschiktheid
Arbeidsomstandigheden aanpassen (nb:
gezondheid en veiligheid bevorderen)
Aanpassen Arbeidsbelasting
©2006 Willem Goedhard,
Middelburg
Ontwikkelingsgang
Vergrijzing
Reorganisatieproblemen
Ouderenbeleid
Outplacementbeleid
Leeftijdsbewust
Employabilitybeleid
personeelsbeleid
Inzetbaarheidsbeleid
©2005 Blokland, TNO (Human
Resource Management)
Work after 60: Reasons and
Motives
Greying of the population:
– Dependency ratio increases
– [65/(20-64)x 100%]
EU policy (Barcelona 2002):
 Pension Age at 65 years in 2010
[N.B. in Netherlands at approx. 61 years]
©2006 Willem Goedhard,
Middelburg
Positieve indicatoren
Veroudering van de bevolking is
goed nieuws,
• Mensen leven langer, in redelijk goede
gezondheid
• Werkgelegenheid op redelijk peil
• Werkeloosheid daalt
• Tijd voor hervormingen op arbeidsmarkt
• (o.a. pensioenen, langer doorwerken,
beleid in bedrijven t.a.v. oudere
werknemers)
©2006 Willem Goedhard,
Middelburg
©2006 Willem Goedhard,
Middelburg
Disabled Workers and Age
Disabled Workers in the Netherlands:
• 15-44 years: 30%
• 45-64 years: 70%
Causes of Disablement (Chronic Disorders):
psychosocial stress (depressive)
disorders; (35%)
musculoskeletal diseases (32%)
general and endocrine diseases (13%)
©2006 Willem Goedhard,
Middelburg
Determinants of the Working Life
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Employment
--------------------Employability
--------------------Work Ability
--------------------Aging Process
Physical Capacity
Chronic Diseases
Job Demands
Working Environment
Ergonomics
Work-stresses
©2006 Willem Goedhard,
Middelburg
“Older Worker”
©2006 Willem Goedhard,
Middelburg
©2006 Willem Goedhard,
Middelburg
The House of Work Ability
(J. Ilmarinen©)
Metaphore of the concept of Work Ability
©2006 Willem Goedhard,
Middelburg
Society
Relatives,
friends
Family
Work Ability
Work
Environment
Content and Demands
Community and Organisation
Management and Leadership
Values
Attitudes
Motivation
Competence
Knowledge
Skills
Health
Functional Capacities
©2006 Willem Goedhard,
Middelburg
©2006 Willem Goedhard,
Middelburg
Aging
• Aging (semantics)
• Webster: To grow old or show signs of growing
old
• (gerontology: the scientific study of the process
of aging and of the problems of aged(?) people);
(NIA, 1978: older/senior 55-64; elderly 65-74;
aged 75-84; very aged 85+).
• Occupational Gerontology: Older Employee: 4564 years
• Elderly Employee: 65+ years
©2006 Willem Goedhard,
Middelburg
Aging?
©2006 Willem Goedhard,
Middelburg
• Aging is the accumulation of changes in the cells and
tissues that increase the risk of death (Harman, 1994).
• Biological Aging (senescing): ‘The process of change in
the organism, which over time lowers the probability of
survival and reduces the physiological capacity for selfregulation, repair and adaptation to environmental
demands’ (Birren and Zarit, 1985)
• Primary and Secondary Aging (Busse,1969,
Perlmutter,1985
• Primary Aging: the result of inherited biological
processes that are time-dependent (criteria of Strehler:
cumulative, universal, progressive, intrinsic,
©2006 Willem Goedhard,
Middelburg
• Rate of Aging: Biological Age vs.
Chronological Age: Needed: a ‘biomarker’
of aging. 1969: Test battery by A.Comfort)
comprised 53 measures to be performed!
• ± 1985: telomeres (bases at the ends of
chromosomes)
• Cell replication: part of the telomere is lost
(telomere shortening).
©2006 Willem Goedhard,
Middelburg
• Chromosomal Instability, leading to cell
aging and death.
• Individual rate of aging: influenced by
genotype, environment, and geneenvironment interactions.
©2006 Willem Goedhard,
Middelburg
Aging of the workforce
Is aging of the workforce a problem?
(J-F.Caillard, former President of ICOH,
1994) “….the survival of greater
numbers of people into old age has
great consequences for the health of
the labour force, as many remain in
employment with the deficiencies and
disabilities that accompany ageing”.
©2006 Willem Goedhard,
Middelburg
60+ at work in the Netherlands
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Employment Rate and age
Work after 60: Reasons and Motives
Work after 60: Obstacles
Incentives to continue working after 60
Lengthening the working life: what should
be done?
©2006 Willem Goedhard,
Middelburg
Prognosis Workforce
Netherlands(WRR, 1995)
1990
1995
2020
Median age 35yrs
39yrs
29-40yrs
Labor
66%
participatio
n
15-29jr
36%
50-64 yr
14%
71%
75%
26%
19%
26%
27%
©2006 Willem Goedhard,
Middelburg
Work after 60: Reasons and
Motives [dependency ratio, %]
1900 1940 1980 2005 2010 2020 2040
12.1
12.5
20.1
22.8
24.6
©2006 Willem Goedhard,
Middelburg
32.2
44.4
60+ at work in the Netherlands
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Employment Rate and age
Work after 60: Reasons and Motives
Work after 60: Obstacles
Incentives to continue working after 60
Lengthening the working life: what should
be done?
©2006 Willem Goedhard,
Middelburg
Employment Rate and age
(key figures)
Men
X 1.000
Women
X 1.000
All
X 1.000
Population 8.066
8.240
16.306
Population 414
60-64 yrs
409
823
Working
114
Population
60-64 yrs
44
158
©2006 Willem Goedhard,
Middelburg
Labour
Participati
on (%)
19.5%
Employment Rate and age
age-group 55-64 yrs: changes in last decade
Industry
Commercial
services
1996
90.000
(=100%)
125.000
2000
133%
145%
2004
188%
185%
©2006 Willem Goedhard,
Middelburg
Employment Rate and age
age-group 60-64 yrs: changes in last decade
At work
in:
men
60.000
Labour
women
participat
ion
18%
18.000
Labour
participat
ion
5%
1996
2000
87.000
24%
26.000
7%
2004
114.000
28%
44.000
11%
©2006 Willem Goedhard,
Middelburg
Employment Rate and age
age-group 55-64 yrs: changes in last decade
Industry
Commercial
services
1996
90.000
(=100%)
125.000
2000
133%
145%
2004
188%
185%
©2006 Willem Goedhard,
Middelburg
Labour participation rate among
over-50s
©2006 Willem Goedhard,
Middelburg
60+ at work in the Netherlands
Employment Rate and age
Labour market
Between 1995 and 2005 we observed:
• Decrease of young - middle-aged workers
• Increase of older workers
©2006 Willem Goedhard,
Middelburg
60+ at work in the Netherlands
Employment Rate and age
• Work after 60: Reasons and Motives
• Work after 60: Obstacles
• Incentives to continue working after 60
• Lengthening the working life: what should
be done?
©2006 Willem Goedhard,
Middelburg
Working population (men x 1000)
1996
mean 1996-2004
600
500
400
300
200
100
0
0
10
20
30
40
age
©2006 Willem Goedhard,
Middelburg
50
60
70
Working population (men x 1000)
1996
2004
600
500
400
300
200
100
0
0
10
20
30
40
age
©2006 Willem Goedhard,
Middelburg
50
60
70
Working population (men x 1000)
600
30-34 year-old
y = -5,0667x + 10669
R2 = 0,4442
500
400
300
60-64 year-old
y = 6,1x - 12151
R2 = 0,984
200
100
0
1995
1996
1997
1998
1999
2000
2001
2002
year
©2006 Willem Goedhard,
Middelburg
2003
2004
2005
2006
60+ at work in the Netherlands
Employment Rate and age
Work after 60: Reasons and Motives
• Work after 60: Obstacles
• Incentives to continue working after 60
• Lengthening the working life: what should
be done?
©2006 Willem Goedhard,
Middelburg
Work after 60: Obstacles
• Employees
• Majority is in favour of early retirement
• Employers
• Majority is indifferent or opposed to retirement of
employees at 65 years
Source: van Dalen en Henkens, NIDI (2003)
©2006 Willem Goedhard,
Middelburg
Work after 60: Obstacles
(opinion of employees)
SES status
Low
(mean age)
high
(mean age)
able to work until 61.6 years
65 years
expect to work
62.4
62.3
want to work
58.5
59.4
©2006 Willem Goedhard,
Middelburg
Work until 65?
(opinion of employers, n=1054)
wenselijk
Onverschillig
41%
ongewenst
Commercial 20%
services
42%
38%
Health care
20%
44%
36%
Civil service 17%
55%
28%
Industry
25%
©2006 Willem Goedhard,
Middelburg
34%
Work after 60: Obstacles
Other important aspects are:
• Sick leave and age
• Disablement pensions and age
©2006 Willem Goedhard,
Middelburg
Work after 60: Obstacles
sick leave (%)
7
6
5
4
zv%2002
zv%2003
3
2
1
0
0
10
20
30
40
50
age
©2006 Willem Goedhard,
Middelburg
60
70
Work after 60: Obstacles
sick leave frequency / year
2
1,8
1,6
1,4
1,2
zvfr-2002
1
zvfr-2003
0,8
0,6
0,4
0,2
0
0
10
20
30
40
age
©2006 Willem Goedhard,
Middelburg
50
60
70
Work after 60: Obstacles
sick leave 2003 (days / year)
25
20
15
10
5
0
15-19
20-24
25-29
30-34
35-39
40-44
age-group
©2006 Willem Goedhard,
Middelburg
45-49
50-54
55-59
60-64
Work after 60: Obstacles
disablement act beneficiairies (x1000)
250
200
y = 4,3961x - 77,667
R2 = 0,9629
150
wao1998
wao2000
wao2002
wao2004
100
Lineair (wao2004)
50
0
0
10
20
30
40
age
©2006 Willem Goedhard,
Middelburg
50
60
70
60+ at work in the Netherlands
Employment Rate and age
Work after 60: Reasons and Motives
Work after 60: Obstacles
• Incentives to continue working after 60
• Lengthening the working life: what should
be done?
©2006 Willem Goedhard,
Middelburg
Incentives to continue working
after 60
National Government (ministry of social
affairs):
Taskforce Ouderen en Arbeid (‘Aging and
Work’) 2001-2003, research /
recommendations
Grijs Werkt (‘Grey at work’) 2004-2007,
stimulating employers and employees
©2006 Willem Goedhard,
Middelburg
Incentives to continue working
after 60
Change in culture and attitude (regarding
workers > 55 years) are necessary:
• Early retirement or disablement are not the
end-points
• Continuation of employment until 65
• Introduction of Age-discrimination act
(2004)
©2006 Willem Goedhard,
Middelburg
Incentives to continue working
after 60
Policies aimed at:
Job adaptations
Continued education / training
©2006 Willem Goedhard,
Middelburg
Incentives to continue working
after 60
Employability
Aging of the workforce
Age Management
©2006 Willem Goedhard,
Middelburg
Age-conscious HRM
Incentives to continue working
after 60
Aspects of Age-conscious HR management:
• Job rotation
• Investment in older workers (training)
Opinions about older workers:
– Low productivity and high salaries
– time of return of investment: too short
• Career planning
• Individual Health management
– Fitness
– Nutrition
©2006 Willem Goedhard,
Middelburg
60+ at work in the Netherlands
Employment Rate and age
Work after 60: Reasons and Motives
Work after 60: Obstacles
Incentives to continue working after 60
• Lengthening the working life: what
should be done?
©2006 Willem Goedhard,
Middelburg
Aging of the Workforce in the
Netherlands
It is not considered a threat or a disaster.
It is considered a challenge for:
• The government
• Employers / organisations
• HR Managers
• Employees / trade unions
• Occupational Health Services
©2006 Willem Goedhard,
Middelburg
Aging of the Workforce in the
Netherlands
What are the Challenges?
What are possible Solutions?
What can be the Perspectives?
©2006 Willem Goedhard,
Middelburg
Challenges
• Maintenance of employability and work ability of
older workers
• Prevention of diseases and disability.
• Combating age-discrimination.
How?
 Studies on the inter-actions of Aging and Work
 age-management
 legislation aimed at the protection of older
workers
©2006 Willem Goedhard,
Middelburg
AGE-Management
• Older harbour-workers should be
allowed to adjust their work speed (Jan
Baart, Univ. of Rotterdam, 1973)
• Ageing men and women should have
the possibility to regulate their own
work, to alter and adjust the order of
work tasks, work methods and work
speed (Juhani Ilmarinen, FIOH, Helsinki,
1999)
©2006 Willem Goedhard,
Middelburg
Inter-actions of Aging and Work
Aging and Work
Occupational Health of Aging Workers
Occupational Gerontology
Fundamental Gerontology
©2006 Willem Goedhard,
Middelburg
Occupational Gerontology
Genetics
Work Environment
Rate of Aging
Development of Chronic Diseases
Decreased work ability / employability
©2006 Willem Goedhard,
Middelburg
Occupational Gerontology
= Human Gerontology during the working
life
At 30 years: start of physiological decline
• Musculoskeletal functions
• Cardiovascular / pulmonary functions
(X)
©2006 Willem Goedhard,
Middelburg
Occupational Gerontology
(X) Changes in Physiological functions with
Age:
• pulmonary function,
• oxygen uptake capacity (VO2max)
• cardiac output
[physical exercise can slow down the
decrease of VO2max]
©2006 Willem Goedhard,
Middelburg
Occupational Gerontology
= Human Gerontology during the working
life
At 50 years: start of psychosocial decline
(especially at work)
• Increased vulnerability to Work Stress
(X)
• Reduction in training and development
• Decreased employability
• Age-discrimination
©2006 Willem Goedhard,
Middelburg
(X) Perceived stress and Age
©2006 Willem Goedhard,
Middelburg
Baroreflex function: Change in heart rate
upon standing-up from supine position
©2006 Willem Goedhard,
Middelburg
©2006 Willem Goedhard,
Middelburg
Occupational Gerontology
In summary:
• Perception of Work Stress increases with
age
• Baroreflex function decreases with age
• Baroreflex function is possibly affected by
work stress
©2006 Willem Goedhard,
Middelburg
Fig. 1. Scatter plots of chronicity of stress by telomere length in caregivers and perceived stress scores
by telomere length
Epel, Elissa S. et al. (2004) Proc. Natl. Acad. Sci. USA 101, 17312-17315
Copyright ©2004 by the National Academy of Sciences
©2006 Willem Goedhard,
Middelburg
©2006 Willem Goedhard,
Middelburg
Occupational Gerontology
= Human Gerontology during the working
life
At 50 years: start of psychosocial decline
(especially at work)
• Increased vulnerability to Work Stress
• Reduction in training and development
• Decreased employability
• Age-discrimination
©2006 Willem Goedhard,
Middelburg
Utility value and learning value in relation
to age (10 large scale industries)
A study by Boerlijst and van der Heijden (1996)
Age-range
(years)
40-46
47-52
53+
Utility value 75%
(value of
function)
Learning
35%
value
70%
55%
45%
30%
Job mobility medium
low
Very low
©2006 Willem Goedhard,
Middelburg
Occupational Gerontology
= Human Gerontology during the working
life
At 50 years: start of psychosocial decline
(especially at work)
• Increased vulnerability to Work Stress
• Reduction in training and development
• Decreased employability
• Age-discrimination
©2006 Willem Goedhard,
Middelburg
Occupational Gerontology
Employers about Older Workers:
“To retain or to retire, that’s the
question!”
If not employed
Preconceived negative ideas
If employed:
Positive ideas  cont.
©2006 Willem Goedhard,
Middelburg
Occupational Gerontology
Benefits of Older employees:
(Confederation of British Industry; l.c. Collis and
Mallier, 2000)
•
•
•
•
Fewer periods of absenteeism
Productivity does not fall with age
Responding well to training
Can cope with changes
©2006 Willem Goedhard,
Middelburg
Occupational Health Surveillance
of older employees
Aging:
• Promotion of Age-consciousness
• Periodic health checks
Age-associated disorders
Work-associated disorders
Assessment of functional capacity
• Age-conscious personel policy
Reduction of working hours
Work breaks
©2006 Willem Goedhard,
Middelburg
Occupational Health Surveillance
of older employees
Prevention of Disablement
Maintenance of Work Ability
©2006 Willem Goedhard,
Middelburg
Prevention of Disablement
Strategies for Older Workers
• Primary Prevention
• Secondary Prevention
• Tertiary Prevention
©2006 Willem Goedhard,
Middelburg
Prevention
Strategy
Objective
Primary
prevention
Prevent new cases •Good OH Practice
of disablement
•Age Management
Secondary
prevention
Early detection of
increased risk of
disablement
Tertiary prevention Reintegration of
disabled workers
©2006 Willem Goedhard,
Middelburg
Methods
•Work Ability Index
(WAI)
•Stress screening
Occupational
medicine and
clinical treatment
Age Management at Company
Level
AgePromotion of
Employability Management
Promotion of
©2006 Willem Goedhard,
Work
Ability
Middelburg
Prevention of Disablement
Prevention
Strategy
Objective
Methods
Primary prevention
Prevent new cases
of disablement
•Good OH Practice
•Age Management
Secondary
prevention
Early detection of
increased risk of
disablement
Tertiary prevention
Reintegration of
disabled workers
•Work Ability Index
(WAI)
•Stress screening
Occupational
medicine and
clinical treatment
©2006 Willem Goedhard,
Middelburg
Work Ability and “WAI”
Definition:
Physically and mentally being able to
comply with work demands.
Work Ability Index (“WAI”):
Questionnaire that enables the
measurement of the rate of Work Ability
©2006 Willem Goedhard,
Middelburg
Perspectives of Aging and Work
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Promotion of Occupational
gerontology
Implementation of research findings
Promotion of Occupational Health
Care
Working Conditions will be improved
Improvement of health in the working
life
©2006 Willem Goedhard,
Middelburg
Perspectives of Aging and Work
• The working life will be extended
beyond the age of 65 years
• Compression of morbidity
• Productive Aging will increase
• Disablement during the working life will
decrease
©2006 Willem Goedhard,
Middelburg
Perspectives
Thomas Perls (New England Centenarian Study):
“I don’t think the trick is staying
young. I think the trick is aging
well”
(l.c. Aging under the microscope, NIA/NIH, 2002)
©2006 Willem Goedhard,
Middelburg
Aging Well?
Who can tell?
Maybe this old Dutchman!
born:
1898
deceased: 2005
• 107 years old
• Smoked 20 sigars/day
©2006 Willem Goedhard,
Middelburg
©2006 Willem Goedhard,
Middelburg
Aging and Work
Thank you for your attention
©2006 Willem Goedhard,
Middelburg