Transcript Click to add title - EESC European Economic and Social

Ageing and Employment
Challenges, Trends and Best Practices
Sarah Dekkiche, Project Manager at CSR Europe
Table of Contents
1. CSR Europe - Introduction
2. Active Ageing, a business challenge
3. Business approaches
- Randstad
- GDF SUEZ
- BASF
- Volkswagen
1. CSR Europe - Introduction
80 Corporate Members
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32 National Partner Network
What do we do?
 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
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Enterprise
2020
José Manuel Barroso, European President of the European
Commission, attends CSR Europe’s General Assembly, April 2009
CSR Europe – Enterprise 2020
E2020
company
(3) Business
innovation
projects
(2) Best practice sharing
& tool development
(1) Insight: EU & other expectations
Focus topics 2011-2013
1. ESG disclosure and reporting
2. Ageing & demographic
change
3. Bottom-of-the-pyramid
4. Health & well-being
5. Supply chain & human rights
6. Financial capabilities
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.
60 % more consumers aged 55+ by 2030

Increased average age of the workforce; 
younger workers becoming increasingly rare.
Europeans aged 55+ account for 54% of
consumer spending and 75% of private wealth.


Skills scarcity and skills obsolescence
Rising liabilities for pensions and healthcare


Failure to adapt to changing markets
Decreased market share

Increase career flexibility: create
personalized career development paths
Empowering older employees: through
entrepreneurship and volunteering


Needs of older consumers
Re-think sales and marketing: create
appropriate marketing campaigns for new
demographic target groups

Enterprise 2020 collaborative project
The Business Contribution to Active Ageing
Objectives
Provide 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
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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
•
•
•
•
•
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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 tutors
o 3 % of recruitments (people aged 50 and more)
• Compulsory “mid-career interviews” for all categories of workers : reorientation, 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
Thank you very much
for your attention!
More information can be found on www.csreurope.org or by contacting
Sarah Dekkiche, [email protected]
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