Labour and Workforce Participation

Older workers and the ageing workforce have been featured prominently in literature and policy documents for more than a decade. Defining what is meant by an 'older worker', however, is becoming more problematic in the context of employment laws and financial protection, including pensions and social security.

The impact of demographic change and the employability of older workers do not appear to have resonated strongly with all employers or with all national policymakers. Given the trend towards the offshoring of industry segments and continued pressure on immigration policy from industry, there may be value to draw the different elements of current and future policies into a strategic and coherent vision of managing future labor supply.

Challenges either present or foreseen imminently include: the maintenance and promotion of the health and working capacity of workers as they age; the development of skills and employability of older workers; and the provision of suitable working conditions as well as employment opportunities for an ageing workforce.

Higher participation of older workers in employment is an important factor that contributes to smart, sustainable and inclusive growth. Raising the employment rate for older women and older men requires a multidimensional and integrated approach. This necessary yet transformational change requires a systematic strategy to confront and resolve age discrimination in employment and occupation, given that ageism is an important exclusion factor for older workers in labor markets.

Abstracts on how older people can be more integrated into the labour market and the labour world, as well as abstracts on policies to avoid age discrimination would be especially interesting.