IntegrAGE - Policy Brief

POLICY BRIEF The 55+ workforce in the current labour market of the Danube Region

Authors INTERREG Danube Region Program Project Grant agreement No.: DRP0200406 Acronym: IntegrAGE The IntegrAGE Consortium is composed of 15 organizations from 10 different countries of the Danube Region:

healthy adaptation and integration of 55+ workforce into the labour market!

Funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or the Interreg Danube Region Program. Neither the European Union nor DRP can be held responsible for them.

Table of contents Summary EU policies Key policies in the Danube Region Measures overview: Group 1: Employment & labour market integration Group 2: Health & Well-being Group 3: Training & Lifelong learning Group 4: Flexible work arrangements and job positions

Age-friendly good practices in Europe Sources

Summary The demographic shift towards an ageing population presents critical social and economic challenges, highlighting the need of targeted age management policies to support and empower individuals aged 55 and above.

This document evaluates the benefits of such practices and provides policy recommendations tailored to the needs of employees and organizations. It concretely focuses on practical measures that ensure equal opportunities, enhance skills, address work-life balance concerns, and promote active engagement of all generations in the workforce and society.

These recommendations have been collaboratively developed by partners from different countries in the Danube region, employing a co-creation methodology to ensure inclusivity and relevance. The process

involved

diverse

stakeholders—companies,

academia,

government, and civil society.

By incorporating insights from regional best practices and aligning strategies with national contexts, this document provides practical guidance for policymakers.

EU Policies Promoting the active participation of 55+ workforce The European Union has implemented several policies to encourage the active participation of individuals aged 55 and above in the labor market, addressing the challenges posed by an aging population.

A cornerstone initiative is the European Pillar of Social Rights (EPSR), proclaimed in 2017, which emphasizes equal opportunities, fair working conditions, and social protection. The EPSR sets targets such as achieving an employment rate of at least 78% for individuals aged 20 to 64 by 2030 and ensuring that at least 60% of all adults participate in training annually.

To complement these efforts, the EU has focused on promoting active aging through various strategies. These include enhancing lifelong learning opportunities and combating ageism to ensure older workers can contribute effectively while remaining healthy.

Key Policies In the Danube Region Within the Danube Region, countries have adopted specific policies to integrate and support the 55+ workforce, aligning with broader EU objectives while addressing regional nuances.

The EU Strategy for the Danube Region (EUSDR), established in 2010, serves as a collaborative framework focusing on areas such as institutional capacity and cooperation. This strategy aims to enhance coordination among stakeholders and support policy development, which generates a more participate and sustainable labour market, from which all workers can benefit.

Additionally, the Danube Region Programme (DRP) 2021-2027 emphasizes economic, social, and territorial cohesion. By supporting transnational projects, the DRP aims to create a more inclusive labour market, which frequently includes initiatives tailored to the needs of older workers, such as lifelong learning programs and the development of age-friendly workplaces.

Policy group 1 Employment & labour market integration

Employment subsidies Providing wage subsidies for employers

to hire workers over 50,

offering personalised job placement support and career guidance to help older jobseekers find a job. An example of this programme is implemented by AMS, in Austria. In the same way, there are some initiatives like part-time employment with full pay that could be offered to older workers with the objective of avoiding early retirement.

Awareness raising and media campaigns Creating targeted campaigns to raise awareness on the topic of age discrimination, age management, and to foster intergenerational cooperation while highlighting the value of older workers.

Active employment and job retention measures Promoting the employment of people aged 55+ by focusing on skills development and workplace adaptability. Examples from Croatia are job-sharing initiatives and a particular focus on social economy and civil society organisations that contribute to the integration of vulnerable groups.

Financial support for 55+ entrepreneurs The aim of the measure is to support entrepreneurship for people over 55 and to make it easier for older people to start a business, taking advantage of their experience and expertise.

Financial support includes start-up grants, soft loans and other financing instruments. It also provides non-financial support such as coaching advice, business training and networking opportunities. These type of initiatives can help people overcome barriers and achieve business success.

Policy group 2 Health & Well-being

Health promotion programs Health screening and the introduction of employer-sponsored health programmes implemented systematically on a mandatory basis. It is also recommended to provide incentives for health education and regular check-ups.

Health insurance schemes Promoting the development of supplementary insurance packages aimed at protecting the health of older workers. These could include, for example, supplementary medical care, regular preventive medical examinations and screenings, mental health services and coaching to ensure work-life balance.

Raising awareness on healthy workplaces Creating targeted campaigns, including voices of the general public and all age groups, to recognize the importance of an effective age management throughout holistic approaches that bridge and respond to the needs of all generations.

Age-friendly certifications Encouraging the creation of healthy and age-friendly work environment by establishing national standards and defining optimal work-life balance factors. In addition, the measure is connected to the potential provision of discounts to certified business organisations.

Policy group 3 Training & Lifelong learning

Training programs for employers Offering training opportunities on age management for employers and HR departments. The aim is to raise awareness among employers about the specific challenges faced by older workers and the importance of using age management models. Cooperation between institutions, universities, chambers of commerce and other employers' associations is needed to expand employer training. NGOs can raise awareness among employers through promotional campaigns.

Training program for 50+ age group Promoting continuous skills development for employees of 50+ age group to avoid generational gaps. Content proposals are wide-ranging depending on the industry, although digital skills are always very demanded and useful.

Mentoring programs Establishment of programmes that promote cooperation between older and younger generations, and of mentoring schemes that encourage knowledge transfer, strengthening team dynamics and professional development of youngest and oldest colleagues in a company. A typical example could be that older workers train new (younger) colleagues on a field where they have many years of experience and younger colleagues might be able to teach concrete digital skills and competences to their older counterparts.

Policy group 4 Flexible work arrangements & job positions

Flexible forms of employment Encouraging the establishment of home office possibilities and parttime work arrangements, in those industries where it´s possible, can help to increase employees work-life balance and efficiency at work.

A flexible hybrid working model combines the benefits of teleworking and office work, providing flexibility in terms of where and when people work. It aims to attract talent, increase satisfaction and maintain productivity while fostering collaboration. This model became widely popular after the COVID-19 epidemic.

Flexible job positions Adapting job positions to the needs, weaknesses and strengths of all employees can be very beneficial for organizations. Job-sharing positions can help in all types of industries and also the creation of buddy systems for those jobs where physical work is very demanding and the well-being of older workers heavily relies on an appropriate distribution of tasks.

Good Practices In Europe

The European Catalogue of Good Practices on Aging and Employment showcases successful strategies for integrating and supporting workers aged 55+ across Europe. These initiatives focus on lifelong learning, digital skills,

workplace

adaptations,

and

intergenerational

collaboration,

emphasizing inclusivity and empowerment of older workers.

Developed through a collaborative effort in the Danube region, the catalogue presents a brief overview of practices at European level. It highlights the importance of cross-sector collaboration, sustainable funding, and adaptable models to address demographic challenges and foster age-friendly workplaces.

Empower Yourself This initiative focuses on improving the motivation and well-being of employees aged 55+ through compact training scenarios developed under the Erasmus+ program.

HR professionals are equipped with tailored tools to enhance the engagement of older workers and address workplace challenges like stress and conflict management. The training is resource-efficient and emphasizes resilience and self-esteem among participants.

Senior Academy of Pécs This academy provides free lifelong learning opportunities to individuals over 60, promoting active aging through lectures, study groups, and community activities.

Its holistic approach integrates educational programs with health awareness, critical thinking, and social inclusion to enhance individual well-being and reduce isolation.

ISS Facility Services ISS Facility Services implemented workplace adaptations to retain older employees in physically demanding roles.

Key measures included flexible schedules, health surveillance, and training sessions to raise awareness about workplace risks. These efforts improved staff performance, loyalty, and reduced absenteeism.

Mondragon Cooperative The Mondragon model is a cooperative framework in Spain that combines economic stability with social impact. It focuses on providing stable employment, lifelong education, and equal opportunities for its worker-members.

With

mechanisms

like

an

internal

social

security

system

and

intercooperative solidarity, it demonstrates the potential of cooperative principles for fostering resilience and inclusivity

European Local Authority Competition The Mondragon model is a cooperative framework in Spain that combines economic stability with social impact. It focuses on providing stable employment, lifelong education, and equal opportunities for its worker-members.

With

mechanisms

like

an

internal

social

security

system

and

intercooperative solidarity, it demonstrates the potential of cooperative principles for fostering resilience and inclusivity

SEN@ER - Silver Economy Network of European Regions SEN@ER is a regional network aimed at leveraging the opportunities of an aging society. It promotes age-friendly workplaces, supports older workers’ employability, and develops innovative services for seniors.

Its collaborative framework and training programs have demonstrated significant success in enhancing economic and social outcomes.

Silver Skills Initiative The Silver Skills Initiative bridges the digital divide for workers aged 55+ by providing distance training programs.

This project fosters digital literacy, promotes intergenerational learning, and collaborates with businesses to integrate older workers into the digital workforce. Its adaptable model offers potential for scaling to other regions.

Policy Recommendations From IntegrAGE project experience

Increasing the employment rate of workers aged 50+ through financial incentives and awareness campaigns. Strengthening advocacy for the inclusion of older workers in labour market policies ensures systemic change and reduces age-based inequalities Improving workplace health for 50+ workers by implementing health screenings and well-being programs. Give incentives to organizations

that

achieve

"Age-Friendly

Workplace

Certifications".

Promoting and facilitate professional development and job retention through training and mentoring programs. Offering training in digital skills and industry-specific expertise with a focus on the needs of 50+ workforce.

Increasing flexible work options and providing government cofunding for job-sharing programs in different key industries to test and document best practices for age-friendly job redesign.

Promoting cross-sector collaboration by encouraging partnerships between governments, private sector, and civil society ensures a holistic approach to addressing the needs of the 55+ workforce.

Facilitating intergenerational cooperation by encouraging shared initiatives between younger and older generations. This type of collaboration fosters mutual learning and societal cohesion.

Standardizing and scaling proven-models and best practices.

Initiatives with demonstrable success, like the Mondragon Model, should be adapted and scaled to fit local contexts while maintaining their core principles.

IntegrAGE Project Contact Details: https://interreg-danube.eu/projects/integrage