Ageing and EmploymentChallenges, Trends and Best Practices

Sarah Dekkiche, Project Manager at CSR Europe

Table of Contents

1. CSR Europe - Introduction

80 Corporate Members

4

32 National Partner Network

What do we do?

6

Platform for practical change • Share and further develop CSR best practices with peers – enhance

business contribution to a sustainable society• Thought leadership through practice and action• Implementation of projects that practically change business practices

Multipartner approach • Cooperate and co-build solutions with stakeholders in several topic areas• Strong relationships with EU, NGOs, sector organisations and other

experts• Largest CSR Network in Europe – 35 National Partners and a global

network of regional partners

Enterprise

2020

José Manuel Barroso, European President of the European Commission, attends CSR Europe’s General Assembly, April 2009

CSR Europe – Enterprise 2020

Focus topics 2011-2013

1.ESG disclosure and reporting2.Ageing & demographic change3.Bottom-of-the-pyramid4.Health & well-being5.Supply chain & human rights6.Financial capabilities

Focus topics 2011-2013

1.ESG disclosure and reporting2.Ageing & demographic change3.Bottom-of-the-pyramid4.Health & well-being5.Supply chain & human rights6.Financial capabilities

(1) Insight: EU & other expectations

(2) Best practice sharing

& tool development

(3) Business innovation

projects

E2020 compan

y

2. Active Ageing, a business challenge

Active ageing: affecting business competitiveness

Employment/Workforce Products and Service offer

Estimated shortfall of around 35 million workers by 2050 in Europe.

Increased average age of the workforce; younger workers becoming increasingly rare.

Skills scarcity and skills obsolescence Rising liabilities for pensions and healthcare

Increase career flexibility: create personalized career development paths

Empowering older employees: through entrepreneurship and volunteering

60 % more consumers aged 55+ by 2030

Europeans aged 55+ account for 54% of consumer spending and 75% of private wealth.

Failure to adapt to changing markets Decreased market share

Needs of older consumers Re-think sales and marketing: create

appropriate marketing campaigns for new demographic target groups

12

ObjectivesProvide companies with guidelines and a methodology with regards to:

1. Active Ageing in Employment + Jobs• Skills retention and management• Skills Development - Empowering the older

workforce (beyond the company)

2. Products & Service Development• R+D Innovation (Product Development)• Product Positioning

Enterprise 2020 collaborative projectThe Business Contribution to Active Ageing

3. Business Approaches

Randstad – Abolish Stereotypes

Point out added value of senior employees by:

1. cooperating with Dutch public employment service:>> local projects dedicated to re-entering the labour market

2. sharing best practices with society:>> social media important tool to proactively engage with society

3. continuously educating customers and other stakeholders:>> dedicated branches with older staff to serve the older employees

BASF – Generations@Work

Goal:• Anticipate and be ready for tackling the consequences of demographic change• Improve BASF’s competitiveness

Process – 6 field areas• Employability: individual counseling for employees on all questions relating to

qualification, assembles needs-based learning packages• Sustainable Recruitment: continuously training and recruiting qualified young

professionals even in times of low replacement needs.• Competitive Productivity: Salary components can be converted to a later

supplementary retirement pension or into shares• Culture Change: A change of awareness encouraging a positive approach to ageing

and individual career planning• Social Commitment: Fostering the development of young people• Financing of Pensions: establishment of a contractual trust arrangement

GDF SUEZ – Coaching and Mentoring

• In France “Agreement on ageing workers” (2010) with 3 indicators :o 12 % of employees should be aged 55 and more (by December

2012)o 4 % of employees aged 55 become tutorso 3 % of recruitments (people aged 50 and more)

• Compulsory “mid-career interviews” for all categories of workers : re-orientation, better life-work balance, additional training

• Competence mecenat for redundant/ageing workers > associative world (Ngo)

Volkswagen - Volunteering

Goal: • Supporting and increasing awareness of charitable activities, particularly at Volkswagen

plants.

Process:• Volkswagen supports individuals in finding their own solutions, so that they can develop

structures that are sustainable in the long-term >> Helping people to help themselves• Facilitates a close exchange of information with local authorities, umbrella associations

and organisations.• provides senior employees with comprehensive advice about the possibility of

volunteering or taking up an honorary post.

Outcome:• 30,000 volunteers on German sites• Triple benefit: staff, company, society

18

Thank you very much for your attention!

More information can be found on www.csreurope.org or by contacting Sarah Dekkiche, sd@csreurope.org