Demography and the crisis 26 September 2009 EMCEF Collective Bargaining College
Dec 21, 2015
EMCEF Collective Bargaining College
More old guysEU 15
26 September 2009
2000 2005 2010 2015 2020 20250
20
40
60
80
100
120
140
160
180
Men <55Women <55Men 55-65Women 55-65Men 65+Women 65+
EMCEF Collective Bargaining College
Retirement age women
26 September 2009
IRL SE P FIN DK UK D NL SP I AUT F GR B LUX48
50
52
54
56
58
60
62
64
66
68
Retirement age Women
Official
Real
EMCEF Collective Bargaining College
Retirement age men
26 September 2009
IRL UK DK SE P FIN GR NL D SP AUT I F B LUX52
54
56
58
60
62
64
66
68
OfficialReal
EMCEF Collective Bargaining College
Public deficits% of GDP, OECD
2006 2007 2008 2009 2010
-12
-10
-8
-6
-4
-2
0
Euro-zoneJapanUSA
26 September 2009
EMCEF Collective Bargaining College
60 – 65 Lj. = 3.902 = 15,5 %
Et virksomhedseksempel2020
26 September 2009
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IndustriegewerkschaftBergbau-Chemie-Energie
Demographics And Working Life Trade Union Approaches To The Demographic Change
IndustriegewerkschaftBergbau-Chemie-Energie
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Proportion of people over 60 - year old, in % of total population
Germany France Spain Netherlands USA Japan
2000 23,2 20,5 21,2 18,2 16,1 23,3
2025 32,1 28,4 30,3 28,5 23,6 35,5
2050 34,5 32,3 40,9 30,7 25,5 42,4
Daten aus: ZEIT Nr.42/9.10.03, S.23, Quelle: World Population Prospects/ UN
IndustriegewerkschaftBergbau-Chemie-Energie
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Share of people over 60 years - by Region
Scenario II (medium fertility); in %
1950 2000 2050
Afrika 5,3 5,1 10,2
Asia 6,8 8,8 22,6
Europe 12,1 20,3 36,6
Latinamerica 5,9 8,0 22,5
Northamerica 12,4 16,2 27,2
Ozeania 11,2 13,4 23,3
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IndustriegewerkschaftBergbau-Chemie-Energie
Quelle: Fraunhofer Institut IAO
How can we ensure success in the future?
Aging workforce in the company
Workforceover 50
Workforceunder 30
IndustriegewerkschaftBergbau-Chemie-Energie
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Work ability index (WAI)
5
10
15
20
25
30
35
40
45
50
15 25 35 45 55 65
Carrot project 1998, N=729
49
43
36
27
7
excellent
good
mediocre
low
Following : Ilmarinen (2004)
Age [Years]
AFI
Working Ability
IndustriegewerkschaftBergbau-Chemie-Energie
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Demographic change means :
Rising average age Shortage of young people Increasing exposure of workers Declining employability and performance Rising costs due to sickness absence Rising disability and poor financial security of those
affecteddeclining motivation
If nothing is done!
IndustriegewerkschaftBergbau-Chemie-Energie
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How can we adress demographic change?
Promote employment of older Giving more opportunities for people without qualified
education Qualification of unskilled Increase employment rate of women
Boost „Family and Work“Healthy, age-appropriate working conditions (ratio
prevention)Health promotion (prevention behavior)
Counseling, Nutrition, Exercise, Behavior
IndustriegewerkschaftBergbau-Chemie-Energie
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How can we adress demographic change?
Flexible Working LifeLong-term accounts Early retirement, partial retirement Sabbaticals,
Financial security - by occupational pension schemes
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IndustriegewerkschaftBergbau-Chemie-Energie
For the chemical industry in Germany Approx. 550.000 Eployees Demographic Analysis Action and Measures
Work- and Working-Time organization Workplace Health Promotion Qualification, Training of Younger People, Knowledge-
Transfer Family And Work
Demography Operating Fund from 1 January 2010 Long-term Accounts Early And Partial Retirement Disability Insurance Chemicals (BUC) Extension/Upgrade Collective pension
Support From The Parties Of Collectiv Agreements Catch-Up Rules for Collective Agreements
Working Life And Demography
EMCEF Collective Bargaining College
26 September 2009
Crisis or demography?
Do we aim at political or bargaining solutions?
Can we continue pre retirement policies?
Should we accept higher retirement age?
If we want to ensure entry of young people in enterprises, should we abandon the “Last in first out” principle?
EMCEF Collective Bargaining College
Pension systems
Solidarity in pensions
Maintain and defend statutory pension schemes
Protect pension savings
Supplemental pension systemsSolidarity – compulsory systemIndependent from companiesInfluence for unions on investments
26 September 2009
EMCEF Collective Bargaining College
Pre-retirement
An individual choice
Re-occupation of jobs
No serious loss in pensions
Consideration for special groups
Real possibilities for those who choose to work longer
26 September 2009
EMCEF Collective Bargaining College
Life long agreements
Recruitment policies
Possibilities for age appropriate jobs for older workers
Right for further training for all
Access to training for older workers
Access to advice on health questions
26 September 2009
EMCEF Collective Bargaining College
26 September 2009
How to defend workers pension rights against erosion and against prolonged working lives ?
How to ensure the improvements to make pension life viable ?
How to ensure a suitable working conditions for older workers ?
How to ensure the supply of workforce for enterprises in our sector ?
Demografic analysis:How does the staff composition develop tomorrow?
Example from German chemical enterprise
Based on these assumptions:Point of departure 2004: 25.354 employeesUntil 2009 650 employees are pre-pensioned each yearEvery year 300 apprentices are hired after their educationEach year 50 newly trained graduates are hiredNo other movements in and out of the enterprise taken into account
2 Marts 2009Fellesforbundet45