Asian-Pacific Newsletter 1/2014, Ageing and work

Asian-Pacific Newsletter O N O C C U PAT I O N A L H E A LT H A N D S A F E T Y Volume 21, number 1, April 2014

Ageing and work

Asian-Pacific Newsletter on Occupational Health and Safety Volume 21, number 1, April 2014 Ageing and work Published by Finnish Institute of Occupational Health Topeliuksenkatu 41 a A FI-00250 Helsinki, Finland

Editor-in-Chief Suvi Lehtinen

Editor Inkeri Haataja

Linguistic Editing Delingua Oy Alice Lehtinen

Layout Kirjapaino Uusimaa, Studio Printing SLY-Lehtipainot Oy /Kirjapaino Uusimaa

The Editorial Board is listed (as of 1 August 2012) on the back page.

This publication enjoys copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts of the articles may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to the Finnish Institute of Occupational Health, International Affairs, Topeliuksenkatu 41 a A, FI-00250 Helsinki, Finland.

The electronic version of the Asian-Pacific Newsletter on Occupational Health and Safety on the Internet can be accessed at the following address: http://www.ttl.fi/Asian-PacificNewsletter

The issue 2/2014 of the Asian-Pacific Newsletter deals with asbestos-related diseases.

Contents 3 Editorial Ageing and work Juhani Ilmarinen, Finland 4 Ageing workers in Malaysia Krishna Gopal Rampal, Malaysia 7 Practical support measures for ageing workers in Japan Kazuya Suzuki, Takashi Okumura, Fumiko Matsuda, Toru, Ikegami, Japan 10 Occupational health and safety of ageing workers in China Sun Shuhan, Mao Ailin, P.R. China 13 Ageing workers in Thailand Surintorn Kalampakorn, Wonpen Kaewpan, Thailand 17 ILO OSH activities under development Suvi Lehtinen, Finland 18 ICOH Mid-term Meeting in Espoo, Finland Suvi Lehtinen, Finland 19 European Network of WHO Collaborating Centres for Occupational Health Suvi Lehtinen, Finland

Photograph on the cover page: Š ILO, Crozet M. Printed publication: ISSN 1237-0843 On-line publication: ISSN 1458-5944

Š Finnish Institute of Occupational Health, 2014

The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office, the World Health Organization or the Finnish Institute of Occupational Health of the opinions expressed in them.

Photo by Juhani Ilmarinen Consulting Ltd

D

Ageing and work

emographic change is a global phenomenon. The reasons for the ageing of the population are twofold: increased life expectancy and diminished birth rates. The former is the greatest achievement of mankind and should not be considered a problem, although many governments see it as a difficult financial burden due to heavier depency ratios. In many AsianPacific countries the proportion of the 65+ population is increasing and the working age population (15–64 years) is decreasing. However, the real problem is that we are not sufficiently prepared for an older society. Now is the time to act.

As the population ages, the workforce ages. In many Asian-Pacific countries, the 50+ workforce is already larger than the younger generation (under 30 years). Therefore, governments plan to extend working careers by raising retirement ages. A shortage will occur if older workers leave their jobs because of early retirement options or work disability.

What should be done? The answer is age management. Age management means that we consider age-related factors when organizing and conducting work processes. The design of work should be more age-adjusted and age-friendly, because ageing means changes in several crucial human properties; in physical, mental and social resources. However, rather than deteriorating due to the ageing process, we are becoming more diverse. In fact, while physical capacities tend to decline, the majority of psychological capacities remain at an appropriate level, and many social functions even improve with age. Individual differences grow considerably during ageing: older workers are a highly heterogeneous population. As a consequence, standard solutions to the design of work are no longer applicable to all.

Therefore, age management is a new and necessary competence for managers and supervisors.

One of the strongest concepts and tools for running age management processes at workplaces is the promotion of older workers’ work ability. Work ability is an evidence-based concept created by the Finnish Institute of Occupational Health (FIOH) already in the 1980s. FIOH’s method for evaluating individual work ability, called the Work Ability Index (WAI), is now translated into 28 different languages. Many Asian-Pacific countries, such as China, Vietnam, Thailand, Indonesia, Japan, Republic of Korea and Australia, have implemented the WAI in both research and praxis.

The results of WAI research show a declining trend by age, indicating that the fit between work and human resources is becoming problematic among about one third of the 45+ working population, regardless of type of work or gender. However, the reason for this declining trend is not the decline of human resources, but shortcomings in the redesign of work and a lack of age management skills. Therefore, the most important action needed at workplaces is the improvement of the age management skills of managers, supervisors and foremen. It should be emphasized, however, that older workers themselves are also responsible for keeping their health and capacities at appropriate age-related levels, as well as for updating their skills and knowledge through lifelong learning programmes. The promotion of the work ability of older workers is thus a common and continuous process for both employers and employees. It is also a win-win concept: productivity improves, and occupational well-being improves.

The effects can also be measured on a societal level: better, longer working careers ease the pressure of heavy dependency ratios and the overloaded national economy.

Asian-Pacific countries have a longer tradition of respecting their older population than many western societies. However, economic globalization is also reaching workplaces in these countries. The pressure for companies to downsize, merge and outsource often means that older workers are pushed to leave work life before retirement age. When respect, trust, fair treatment and support disappear, work ability and occupational well-being decline and severe health problems arise. Better, longer working careers become an illusion. Therefore, we should fight together against the short-term negative solutions, and we should show and convince all stakeholders that there is a positive way to cope with the challenges of the ageing workforce. Work ability during ageing can be improved by systematic, comprehensive and prioritized actions. Ageing creates power.

Professor Juhani Ilmarinen Juhani Ilmarinen Consulting Ltd Ruuvitie 2, FI-01650 Vantaa, Finland www.jic.fi Email: juhani.ilmarinen@jic.fi Asian-Pacific Newslett on Occup Health and Safety 2014;21:3 •

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Krishna Gopal Rampal, Malaysia

Ageing workers in Malaysia Definitions of an older worker are inconsistent: different countries use different ages for categorization. Costa and Di-Milia (1), when studying ageing, found that while gerontologists tend to classify the elderly as “young old” (60– 74 years), “old” (75–90 years), and “grand old” (those over 90 years), work physiologists classify people aged over 45 as “ageing persons” and those over 55 years as “aged persons”. It was also found that although ageing is a progressive, universal deterioration of various physiological systems and human biological functions, it varies according to the individual, due to the interaction between biological and socio-environmental factors. This has led to age being considered in terms of the following typologies: chronological, biological, functional, and social. Functional age seems to be most important when examining working conditions and work-related performance. Padula et al.

(2) found that while older workers had poorer self-rated health, more diseases and used more medications than younger workers, poor self-perception of health did not affect older workers’ work ability or the results of most physical functioning capacity tests.

The ageing worker is of concern to employers because of the increasing incidence of chronic diseases and disabling conditions with increasing age. However, accordPhotos by Kamla Rampal

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ing to Pitt-Catsouphes and Matz-Costa (3), older workers seem to have higher levels of engagement, use less health care, take fewer sick days, be more productive, have longer tenure, and create stronger customer relationships. Dennis and Thomas (4) cited a series of studies of managers’ perceptions of employees aged 50 and over. These studies revealed that managers’ positive perceptions of older workers’ characteristics are based on the workers’ experience, knowledge, work habits, attitudes, commitment to quality, loyalty, punctuality, even-temperedness, and respect for authority. These same studies also revealed some negative perceptions held by managers of the mature worker: inflexibility, unwillingness or inability to adapt to new technology, lack of aggression, resistance to change, complacency, and physical limitations that increase the cost of health insurance.

Tishman et al. (5), in a study conducted on behalf of the NTAR Leadership Center, reported significant factors that contributed to the large number of older workers.

These included: “changing demographics, the economic downturn and its impact on the value of retirement portfolios, the concern for escalating health care costs, the stability of the Social Security and Medicare systems to support large numbers of beneficiaries, the lack of qualified replacement workers, the improved health and increased longevity among older workers, and the desire among older Americans to remain active and engaged in the workforce”.

Malaysia is an upper middle-income country with a total population of 29.3 million in 2012 and a life expectancy at birth of 72.6 years for males and of 77.2 years for females. In Malaysia, the elderly are defined as those who are 60 years and older. This is in line with the definition established at the World Assembly on Ageing, held in Vienna in 1982. Malaysia’s population of older persons in 2012 numbered 2.4 million, i.e. 8.2% of the country’s total population. Information on demographic characteristics and employment are collected by the National Labour Force Survey. It concerns those aged between 15 and 64. In 2012, the total working age population was 20 million, with 13.1 million in the labour force and 12.7 million employed. The 60‒64-year age group made up about 2.6% of the labour force. The overall labour force participation rate was 65.5% (80.5% among males and 59.5% among females), whereas in the 60‒64-year group it was 39.5% (57.4% among males and 21.2% among females) (6). By 2035, Malaysia is expected to attain the ‘Ageing

Nation Status’, where 15% or more of the country’s population is aged 60 or over.

Although the ageing of the population in the country is a result of declining fertility and increasing life expectancy, employment among the elderly is dependent on socioeconomic conditions and retirement legislation.

A study by Chan and Jariah (7) found that the perception of older workers in Malaysia is more likely to be associated with negative characteristics, which include being unable to work extra time when required, a lack of enthusiasm and innovativeness, difficulties working in different departments and slower work, than with positive characteristics, which include being skilful, calm and thorough, trustworthy and reliable, good problemsolvers, obedient, able to adapt to new workplaces and taking less sick leave. An exploratory study by Chan et al. (8) on 2,321 older workers (aged 55‒75 years) in Malaysia found that older female employees worked in the wholesale and retail trade, hotels and restaurants and in manufacturing, and older male employees worked mainly in the wholesale and retail trade, manufacturing, construction, transport, storage and communication. Older workers wanted to continue in income-generating work for as long as they wanted or were able to. They stopped mainly due to health status and compulsory retirements; a few because of family responsibilities. Financial needs, independence, dignity and enjoying work were the main reasons for continuing working.

With changes in demographics and an increasingly elderly population in the country, various legislative measures have been introduced in recent years to meet the needs of these people and encourage them to continue working.

The 1955 Employment Act, which provides minimum standards for working hours and overtime, weekly holidays, public holidays, sick and annual leave, benefits, and termination also applies to the elderly who are still working. The 1955 Employment Act: Employment (PartTime Employees) Regulations, which came into force on 1 October 2010, encourages retirees to work part time and allows the elderly to re-enter formal employment while retaining their benefits.

The 2012 Minimum Retirement Age

Act, which came into force in July 2013, increased the minimum retirement age of private sector employees to 60. For those working in the public sector, the compulsory retirement age was raised from 58 years to 60 years, as of January 2012.

This Act also states that employers may fix a retirement age higher than 60 years for their employees.

The 1991 Employees’ Provident Fund Act allows workers to continue to contribute to the Employees Provident Fund (EPF) up to the age of 75 as long as they are employed. The rates of contributions to the Employees Provident Fund (EPF) are 12% from employers (13% if earning RM 5,000 or below) and 11% from workers. The rates of contribution for those aged between 60 and 75 are set at half the regular rate, at 6% (or 6.5%) and 5.5%, respectively. The purpose of these rates for older workers is to encourage employers to continue hiring older people.

The safety and health of workers (including older workers) is ensured under the 1994 Occupational Safety and Health Act. Among the objectives of the Act are securing the safety, health and welfare of workers against risks at work and promoting an occupational environment that is adapted to their physiological and psychological needs. In order to achieve a work environment that is adapted to the

physiological and psychological needs of the older worker, employers need to be aware of these needs and measures must be taken to address them.

In Malaysia, the 1969 Employees’ Social Security Act requires employers to register employees (including workers 60 years of age and over) earning less than RM 3000.00 (1 USD=RM 3.30) with the Social Security Organisation (SOCSO).

The two schemes administered by the SOCSO are the Employment Injury Insurance Scheme and the Invalidity Pension Scheme. Employers are required to contribute 1.25% of the employees’ wages towards the Employment Injury Insurance Scheme, which provides coverage for occupational injuries (injuries at the workplace, commuting injuries and occupational diseases) of all workers, including workers aged 60 years and over. The Invalidity Pension Scheme is not applicable to workers aged 60 years and over.

The benefits employees are eligible for under the Employment Injury Insurance Scheme are: medical benefits, temporary disablement benefits, permanent disablement benefits, rehabilitation benefits, constant attendance allowance benefits for those who have total permanent disablement, dependent and funeral benefits for employees who have died and education loan benefits for children of employees

Asian-Pacific Newslett on Occup Health and Safety 2014;21:4–6 •

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References

receiving benefits from SOCSO. The National Policy for Older Persons was first approved by the Government of Malaysia in October 1995, through which Malaysia became one of the earliest countries in the Asia Pacific region to have its own policy for older persons. This was followed by a Plan of Action for Older Persons formulated in December 1998.

A new National Policy for Older Persons and Plan of Action for Older Persons was approved by the Government of Malaysia in January 2011. These were the result of a review carried out by the Government to look into incorporating the development and reintegration of older persons into society. The objectives of this policy included encouraging the elderly to continue employment according to their respective experience and skills and to create older persons who are independent, respected, and have a high sense of self-worth and dignity. Under this Plan of Action, one of the subcommittees established, under the jurisdiction of the Ministry of Human Resources, was to address issues related to the employment of ageing workers. This policy and plan of action was based on principles outlined in the Madrid International Action Plan on Ageing Workers (9).

The Ministry of Health developed the National Plan of Action for Health Care of Older Persons in 1997, which later led to the National Health Policy for Older Persons in 2008. Its goal was for older persons to achieve optimal health through 6

integrated and comprehensive health and health-related services. Since 1 January 2012, all senior citizens aged 60 and over receive free, comprehensive health services and medicines in public hospitals and clinics, and dental care. The outpatient registration fee at all public hospitals and clinics was waived and older people now only pay 50% of the normal hospitalization cost or a maximum fee of RM 250 when admitted to general (third) class wards in public hospitals.

The Human Rights Commission of Malaysia (SUHAKAM) passed a Council Resolution 21/23 on “Information and good practices for the public consultation on the rights of older persons”. Issues highlighted included a reversal of the perception that retirees or older persons should withdraw from the workforce and be taken care of by their adult children or extended family members. The resolution also revealed that older persons were unable to access jobs despite their capabilities, and employers were unwilling to hire them. Only outstanding individuals with special skills and expertise that are needed by the government and other organizations are retained while others participate in informal employment after retirement due to financial requirements (10).

In summary, the Malaysian Government, recognizing the changing demographics of the country and the needs of older workers, has introduced various measures, including legislative measures, to address the needs of older workers. En-

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1. Costa G, Di-Milia L. Aging and Shiftwork: A Complex Problem to Face. Chronobiology International 2009;25:165–81.

2. Padula RS et al. The work ability index and functional capacity among older workers.

Braz J Phys Ther 2013;17(4):382–91.

3. Pitt-Catsouphes M, Matz-Costa C. Engaging the 21st century multi-generational workforce: Findings from the Age and Generations Study. Boston: Sloan Center on Aging and Work, Boston College. 2009.

4. Dennis H, Thomas K. Ageism in the workplace. Generations 2007;31(1):84.

5. Tishman FM, Van-Looy S, Bruyère SM. Employer Strategies for Responding to an Aging Workforce. NTAR Leadership Center, Rutgers, The State University of New Jersey.

2012.

6. Department of Statistics, Malaysia. 2012 Labour Force Survey Report Malaysia. 2013.

7. Chan Yin-Fah, Jariah Masud. Perception of Human Resource Personnel towards Elderly Workers. Paper presented at the 7th Biennial Conference, Asian Consumer and Family Economic Association, Malaysia.

2007.

8. Chan Yin–Fah et al. The Future of the Malaysian Older Employees: An Exploratory Study. International Journal of Business and Management 2010;5(4).

9. Ruhaini Zawawi. Active Ageing in Malaysia.

Paper presented at the Second Meeting of the Committee on International Cooperation on Active Ageing. Tokyo Japan, 19 July 2013.

10. Human Rights Commission of Malaysia (SUHAKAM). Information and Good Practices for the Public Consultation on the Rights of Older Persons Pursuant to the Human Rights Council Resolution No 21/23.

forcement of the legislative measures and implementation of the policies and plans of actions are regularly monitored. In order for the various measures to be effective co-operation between the main stakeholders: government agencies; employers and their federations and employees and trade unions is crucial.

Dr. Krishna Gopal Rampal Professor of Community Medicine Perdana University Graduate School of Medicine MAEPS Building, MARDI Complex 43400, Serdang, Selangor DE, Malaysia Email: drkgrampal@perdanauniversity. edu.my

© International Labour Organization / Crozet M.

Kazuya Suzuki, Takashi Okumura, Fumiko Matsuda, Toru Ikegami, Japan

Practical support measures for ageing workers in Japan Rapidly ageing society and increasing numbers of older workers Older workers are increasing in number. The population of workers over the age of 65 in Japan was 6 360 000 in 2013, an increase of 7% on the previous year, and this proportion to overall workers exceeded 10% for the first time. According to the OECD statistics in 2012, this proportion of older workers exceeds corresponding percentages of 1–5% among major countries in the West, against a background of declining birth rates and a growing proportion of elderly people in Japan. Thus, from the aspect of elderly employment, Japan is taking a global lead. The labour participation rate of men aged 65 or older is higher in Japan and Singapore, possibly reflecting the Asian work ethic, than in other countries. (Figure 1).

It is predicted that the population of Japan will be decreasing steadily for many years to come, accompanied by rapidly falling birth rates and an ageing society. If the number of elderly people in work increases, the economy will grow, compensating for the influences of this population decline and leading to stable social security. In addition to environmental improvements in the way people work, appropriate to the realities of the elderly, taking advantage of the capabilities of elderly people based on their abundant experience will be necessary in the industrial field in the future. In Japan, the policy of employment extension was implemented, and the retirement age, which was previously 60, was raised incrementally to 65 years of age as of April 2013. It will be important to provide support measures to facilitate sustained healthy and active lives of elderly people and to enable energetic elderly Asian-Pacific Newslett on Occup Health and Safety 2014;21:7–10 •

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(%) 50 1985 2011

40 30 20 10 0

Singapore

Hong Kong

Italy

France

Germany

UK

Canada

USA

Japan

Figure 1. Worker participation rates of men ≥ 65 years (Datebook of International Labour Statistics 2013, Japan Institute for Labour Policy and Training, p 52

Figure 2. Relative values of capabilities of people 55–59 years of age as compared with those 20–24 years of age or peak values (Saito et al. 1980)

people to play an active role in the industrial arena for a longer time. On the other hand, it is well known that advanced age is associated with relatively high accident rates. The incidence rates of trauma due to falls onto the floor or falling from heights and episodes of myocardial infarction or cerebral infarction during working hours are also higher in the elderly than in the younger generation. In the agriculture, forestry, and fisheries industries, the oc8

currence of accidents increases as worker age advances. There are various safety and health risks specific to different industry categories.

Mental and physical functioning of older workers The Japanese Institute for Science of Labour (ISL) has carried out surveys to investigate the mental and physical functioning of active-duty, older workers, and

• Asian-Pacific Newslett on Occup Health and Safety 2014;21:7–10

to propose strategies for the promotion of safety and health in the industry, based on the results of these surveys. A study performed by Saito et al. in 1980 revealed changes in mental and physical functioning according to ageing (1) (Figure 2).

This study is still frequently cited in Japan.

It has become apparent that in various mental and physical functions, some functions concerning physical power or functions relating to the ability to learn a new skill and knowledge generally decrease with age, whereas abilities or skills obtained from work experience are relatively well maintained. However, working conditions for workers have changed in modern times, as seen in automation and labour-saving strategies and devices, and automated one-person operations that have changed from multi-person manufacturing processes, and work aided by personal computers or other information technology devices. In addition, changes in mental and physical functions along with ageing are greatly influenced by the way a person operates in his or her workplace. It is appropriate to develop new indices in response to the changes in the modern ways of performing work duties and tasks, and to study measures for maximizing the optimal use of mental and physical functions and for facilitating safe and healthy work.

Project to measure mental and physical functioning At present, the ISL is implementing a project to measure the mental and physical functioning of employees in several companies. The purposes of this study are to: 1) clarify the mental and physical functions in older workers; 2) examine risk assessment procedures from a safety and health perspective; and 3) investigate measures to secure work safety. The potential measures include companies’ safety and health policies with attention paid to differences in mental and physical functions among individuals and support measures for workers themselves to maintain their mental and physical functions.

This project aims to investigate the various mental and physical functions of older workers and thereby accumulate relevant data. The investigation items include physical capacity and motor function (hand strength, leg strength), flexibil-

Weak

Strong

Leg strength Flexibility Rapidity

Self-rating

Memory

Actual measurement

Manual dexterity Sense of balance

Figure 3. An example chart showing the results of self-rating and actual measurement of capabilities

Stabilometry

ity, instantaneous force, balance capacity, gait) and cognitive function and skill (eyesight, short-term memory, delayed recall of memory, pegboard operation, reaction time). Various issues concerning cognitive function are still to be resolved, however. For instance, although delayed recall ability is determined to evaluate the deterioration of memory in elderly subjects, a more sensitive index is desirable for evaluating older workers who are on active duty. Previous analyses of the results of pegboard operation, which is designed to measure skill, have shown that the time needed to understand the operation procedure is slightly longer in subjects aged 60 or over than in younger subjects. However, the discrepancy between age groups seems to decrease with practice.

Four characteristic features of this study This study by the ISL is characterized by the following four features.

Firstly, this study attaches importance to increasing the awareness of elderly people themselves through the measurement of their mental and physical functions.

Lack of awareness among older workers about the decrease in their physical and mental capacities may represent a greater risk than that of the decrease in capacity itself. In our study, self-rating of each item is implemented prior to actual measure-

ment. The difference between the measurement results and the subjects’ own predictions is analysed as risk, and then used for feedback (Figure 3). For instance, in regard to safety when walking, we have developed a method to determine the gap between self-perception and actual capability. In this test, the gap between the anticipated maximum safe stride and the actually measured maximum stride that the subject makes safely is determined.

This test consists of three steps: 1) anticipation of the stride one can make safely; 2) self-rating of the stride actually made; and 3) measurement of the stride actually made safely.

Secondly, this study also pays attention to “falls” and “fall-type accidents”, which are common among elderly people. The aforementioned “measurement of a stride” involves an assumption of the prevention of falling down. Other measurement items related to the mental and physical functions of older workers include muscle strength of the legs (extension strength of the knee) and instantaneous force in terms of jumping power.

More integrated analyses of walking motion are also carried out. More specifically, such analyses involve leg movement, stabilometry, and walking on a balance beam. We have devised a test of walking on a balance beam while holding something in the hands. Walking in this situation is difficult because the objects the subject is holding should be maintained in balance and because it is difficult for the subject to see the foothold.

Thirdly, our study aims to present companies with ideas for improving the

workplace environment, based on consideration of job content and the results of statistical analyses of the mental and physical functions of employees, as well as giving feedback to individuals. To achieve greater safety for older workers, it is important that improvement of the work environment, ergonomic measures to reduce workload, and health management be promoted systematically on the initiative of the companies involved themselves. Currently, in 2014, a survey of several companies is underway. Further accumulation of data will allow us to compare the relative position of each company to the national average in regard to various mental and physical functions of employees and to give feedback on the field site.

Fourthly, our study places considerable value on the health and safety of older workers. This study includes a questionnaire survey on the strain and fatigue of the subject’s work, sleeping hours on days of duty and holidays, health status, smoking and drinking habits, exercise habits, etc. The aggregated results of the survey for these items will be fed back to participants, and used as basic data for analysis of the relationship of these items with mental and physical functions. It is not possible to separate issues of work stress and excessive fatigue, which are currently major problems in Japan, from the matter of the capabilities of the elderly. Healthy and active lives and work lead to longer maintenance of mental and physical functions in elderly people. It is vital that this positive link is established. Our objective is to propose assignments that should be

Asian-Pacific Newslett on Occup Health and Safety 2014;21:7–10 •

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© International Labour Organization / Crozet M.

addressed by individual elderly people, companies, and political actions, based on an understanding of the importance of active contributions by elderly people to industry.

Promoting the safety and health of older workers Public work projects as an economic policy were added to reconstruction following the Great East Japan Earthquake in 2011, and employees 65 years of age or older increased by 60 000 individuals in the building industry. Nursing care projects are also oriented to the elderly. People who have reached retirement age have increased opportunities for re-employment in the field of nursing care. The issue of skill transfer at the time of massive retirement of skilled workers who were the foundation of high economic growth has been cited as a problem related to older workers. As it becomes more apparent that working exerts very good influences on health, Japan’s challenge is to continue to strive for the goal of a society where people can keep working in a healthy and safe manner, even long after the age of 65.

We hope that the “project measuring the mental and physical functions of older workers” led by the ISL will help our nation to reach this goal.

Elderly man moving concrete bricks. Construction site in Beijing.

Sun Shuhan, Mao Ailin, P.R. China

Occupational health and safety of ageing workers in China

Kazuya Suzuki Takashi Okumura Fumiko Matsuda Toru Ikegami Institute for Science of Labour Kawasaki, Japan Email: k.suzuki@isl.or.jp

The World Health Organization uses 45 as the dividing line between “younger” and “older” workers, and this paper describes “ageing workers” as those aged 45 and above.

References 1. Saito H, Endo Y. Capacity of work of older workers. The Institute for Science of Labour, 1980.

2. Japan Institute for Labour Policy and Training. Datebook of International Labour Statics 2013, Japan Institute for Labour Policy and Training, 2013.

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China’s population status As one of the earliest ageing societies, the ageing population in China has grown rapidly since 1999. From 1982 to 2004, the average population growth in people over 60 is 3,020,000 per year. That is, the annual average growth rate is 2.85% which is higher than total population growth rate 1.17%.

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Meanwhile, China’s total population had increased by 73,900,000 in 10 years, and reached 1,339,700,000 in 2011.

The population aged between 0–14 is 222,459,737 and the proportion of this group in the total population is 16.6%; the population aged 15–59 is 939,616,410 representing 70.14% of the total population; the number of those over 60 years old is 177,648,705 and the proportion of this group in the total population is 13.26%, of which the proportion of over 65 year old is 8.87% (1).

One consideration that must be taken into account in terms of China’s ageing

population is that the GDP per capita is less than $900; compared to industrialized countries this number would be $4,000.

China’s retirement policy The retirement age in China varies depending on the employees’ working type.

There are three types altogether: for civil servants the retirement age is 60 for men and 55 for women; for enterprise employees the retirement age is 60 for men, 55 for female managers and 50 for female workers; for peasants the retirement age is 60 for both men and women. One exception is for those working under hazardous conditions for which the retirement age is 55 for men and 45 for women.

China’s ageing labour force We could simply divide China’s ageing labour force into two parts: ageing workers and younger elders that reached retirement age.

In the process of transforming from a planned economy to a market economy, most state-owned corporations tried to enhance their efficiency by laying off employees. Thus some workers over 45 (or even over 40) were laid off, rotated, or made to retire internally (these employees were given the minimum wage until they reached retirement age and received their pension). In this paper, we call these workers “ageing workers”. In accordance with the retirement policy in China, some workers retire at an early age (female worker in enterprises at 50, and in hazardous condition 45). These workers are still capable of working yet are forced to retire, thus we call them “younger elders” in this paper. To better explain China’s situation, we divide ageing labourers in China into two categories: ageing workers and younger elders.

1. Ageing workers In China, the concept ageing workers normally means those between 50 and 60 years old which could be further divided into four groups: ageing workers in enterprise; re-hired workers; middle aged workers (in China we usually call them “4050” workers); ageing migrant workers.

2. Younger elders remain working Research has shown that younger elders in China still have a strong desire to work yet there are only limited opportunities for them. Furthermore, most vacancies are

Table 1. 2005–2011 China’s ageing population Year

Age 60 and beyond (million people)

Proportion of total population (%)

2005

14509

11.1

2006

14901

11.3

2007

15340

11.6

2008

15989

12.0

2009

16714

12.5

2010

17765

13.3

2011

18499

13.7

2012

19390

14.3

only suitable for highly educated people like professors, engineers, etc.

Occupational hazards In 2012, China reported a total of 27,420 occupational disease cases, of which there were 24,206 cases of pneumoconiosis, 601 cases of acute occupational poisoning, 1,040 cases of chronic occupational poisoning, and 1,573 cases of other occupational diseases. Judging by industry, coal mining, railways, non-ferrous metals and the building materials industry reported 13,399 cases, 2,706 cases, 2,686 cases and 1,163 cases, respectively. Case reports in these four sectors accounted for 73% of the total reported (2).

Workers will interact with the work environment and therefore environmental conditions will have an impact on workers. These occupational hazards might include physically harmful factors, chemical factors and biological factors.

In addition, social, psychological, organizational and other factors may also have some impact on employees’ mental health.

Workers’ protection Ageing workers will not only face the same working hazards, but due to physiological reasons, they will encounter further problems. Ageing is not a disease; it is a biological process of change. For most jobs, with minor improvements to the work environment, workers can perform the work very well into their 70s and sometimes beyond. Thus preventive activities sometimes could be the best way to improve work efficiency.

1. The Government should strengthen support for ageing workers’ employment by issuing a "Prevention of Age Discrimination in Employment Act". Additionally,

it should also strengthen the enforcement of the existing "Production Safety Law" and "Occupational Disease Prevention Law". Meanwhile, various other forms of employment should be included, such as flexi-time, part-time, job sharing, temporary work, “bridge” working (between careers and retirement), contract work and so on. Moreover, employers should be encouraged to keep those currently working employed and reintegrate older workers who have left the workforce.

2. Ensuring ageing workers’ health and safety by all means.

The main principles in order to implement protective measures consist of: eliminating hazards – controlling hazards (including engineering and management methods) – isolating hazards – to reduce the extent of damage through ergonomics design – personal protection – injury insurance.

• Try to eliminate workplace hazards completely. This is the first and best option.

• Control hazards. If hazards cannot be eliminated, employers must take steps to protect workers through the use of engineering and administrative control methods. Make modifications or re place the item or substance with some thing safer if it is not practical to elimi nate the hazard completely (e.g. use smaller packages to reduce the weight of items that have to be moved by hand or use a less toxic chemical).

• Isolate hazards. Practical measures could be: using soundproof barriers to reduce noise levels; using an enclosed and ventilated spray booth for spray painting; using remote-control systems to operate machinery; using trolleys or hoists to move heavy loads or place

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© International Labour Organization / Crozet M.

References 1. National Bureau of Statistics of PRC. 2010 sixth national population census data bulletin. http://www.gov.cn/test/2012-04/20/ content_2118413.htm. 2011.4.28 2. China’s Work Safety Yearbook (2012).

China Coal Industry Publishing House.

2013.7.15

A “hair salon” in the street. City of Beijing.

protective railings or guards around moving parts of machinery; provide hearing protection.

• Ergonomic design. The workplace and tools should be designed to suit the work. The equipment or work proce dures should also be ergonomically well-designed. The large number of ageing migrant workers or middle-aged workers that are less educated with few er skills may only be qualified for man ual work like cleaning, handling or con struction work. To reduce their mus cle and bone damage, employers should minimize squatting, bending, kneeling and stooping at work and also provide mechanical devices to minimize lifting.

• Personal protection. This is the last line of defence to protect workers. While ageing workers can avoid harm based 12

on their long-term experience in skilled work, it is undeniable that they are less flexible and thus should not be allo cated to high tension, repetitive, and high frequency positions. Appropriate personal protective equipment (includ ing masks and respirators) should be used to protect ageing workers. Person al protective equipment (PPE) includes such items as gloves, hard hats, safety glasses, earplugs, fall harnesses, protec tive clothing, respirators and steel-toed boots.

Injury insurance In China, workers over the age of 60 are not covered by most social security insurances. Currently, the agricultural population represents the majority of China’s total population. The large number of mi-

• Asian-Pacific Newslett on Occup Health and Safety 2014;21:10–12

grant workers demonstrates a great willingness to work, but lack of necessary social security. With low labour costs, less liability after the occurrence of occupational risk, employers are more willing to hire these workers. Thus, the employment of workers aged 60 and over is widespread in the country. Ageing workers are a special group of workers. For them, “special law protection” should be provided in addition to general legal provisions.

In the process of population ageing, the proportion of young people in the labour force decreased, while the proportion of older people will rise. Although China had abundant labour resources before the mid-21st century, a change in the workforce population structure has emerged and is accelerating. For example, the proportion of people aged 45 and over in the workforce population has risen from 19% in 1990 to 24% in 1999, and will be 37% in 2040 as forecast. Therefore, there will be an increasing number of ageing workers engaged in economic activities, thus their safety and health protection in the labour process will be crucial.

Prof. Shuhan Sun School of Labour and Human Resources Renmin University of China 59 Zhongguancun Ave Beijing, 100872 P.R. CHINA Email: sunsh@ruc.edu.cn

Dr. Ailin Mao School of Labour Economics Capital University of Economics and Business 121 Zhangjialu, Huaxiang Fengtai District, Beijing, 100070 P.R. CHINA Email: maoailin@gmail.com

Surintorn Kalampakorn, Wonpen Kaewpan, Thailand

Ageing workers in Thailand Introduction Due to the rapid decline in fertility and improved life expectancy, Thailand’s population structure is changing. The share of older people in the total population is increasing.

(1) In Thailand, the proportion of people aged 60 or over was 11% in 2007, and this is projected to reach 20% by 2025. Thailand also ranked second in the growth of older populations in South-East Asia. (2) As the number of young people entering employment decreases, the proportion of older people in the workforce will increase. Between 2000 and 2005, the numbers of older workers in the Thai labour force rose by about 5% (3). The mandatory retirement age in Thailand is 60 in the public sector, with the exceptions of some professionals such as senior judges and university professors, whereas in the private sector there is no legal retirement age. (4) Among

people aged 60 or over, the highest participation rate is in agriculture, which has no set retirement age.

Although the term ‘older people’ generally refers to those aged 60 and over, the definition of ageing workers is not universally agreed upon. In the literature, this definition ranges from those over 45 (5) to people aged 60 and over (6). Thailand has 2,601,400 workers aged 40– 59, accounting for 35.9% of all workers aged 15 years and over. (7) This group of workers is at risk of health problems caused by physiological changes and hormone deficiency. Age-related changes in physiological functions can potentially lead to significant consequences, such as reduced functional capacities (mainly physical and sensory); a higher risk of developing chronic diseases such as ischemic heart disease, diabetes, and osteoporosis; and a diminished capacity to recover after acute diseases. How© International Labour Organization / Lissac P.

Elderly man working in small-scale sunshades manufacturing, Bo Sang (Chang Maô).

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Ageing worker in the packaging industry

ever, most often they lead to increased fracture predisposition. (6) Long-term health risk behaviours and risk factors in the workplace environment will increase possible morbidity. (8) Although some functional capacities of ageing workers decline due to the natural ageing process, the work experience and expertise they have accumulated with age make these people valuable assets for organizations.

Therefore, ageing workers deserve to be provided with health care that emphasizes health promotion to minimize physical disorders and enhance well-being. The purpose of this paper is to highlight the current occupational safety and health of ageing Thai workers and to discuss issues concerning the promotion of the health and safety of this group of workers.

OSH situation of ageing Thai workers Although a broad range of information is available on Thailand’s ageing population, data related to occupational safety and health are limited. Only a few studies have examined the health risks and health statuses of ageing workers, and almost all 14

of these have focused on industrial workers. Many other ageing workers also face occupationally hazardous and poor working conditions.

A study conducted on ageing Thai workers in industrial sectors investigated the health status and health-promoting behaviours of the ageing workforce.

The samples were selected from workers in all regions of Thailand by multi-stage random sampling. Of the 2,312 workers aged 45 years and over, 33.5% did shift work, and 52.8% reported working overtime. The occupational hazards that ageing workers were exposed to were dust (29.0%), loud noise (22.7%), chemical substances (15.7%), heavy lifting (26.8%), awkward positions (35.2%), static posture (29.5%) and regular stress at work (11.4%). About 15.4% of ageing workers had had work-related accidents in the past year. Fingers were the most commonly injured organ (30.0%). Although 59.3% of ageing workers perceived their health status as good, 41.9% had underlying diseases, of which hypertension was reported by 24.8%.

According to records, 76.8% of age-

• Asian-Pacific Newslett on Occup Health and Safety 2014;21:13–15

ing workers underwent an annual health check-up every year. Specific check-ups for women included that for cervical cancer (67.1%) and breast self-examinations (68.7%). Specific check-ups for men included those for prostate cancer (8.8%) and colon cancer (8.8%). Most ageing workers were overweight (50.8%), or obese (6.2%). Health screening showed that 22.7% had restrictive lung diseases, 50% had obstructive respiratory disorders, and 10.2% had impaired hearing.

Health risk behaviours reported by ageing Thai workers were smoking (12.0%), regular alcohol drinking (21.8%), extramarital relationships (9.3%), and sleeping less than six hours per day (29.0%).

Overall, the health-promoting behaviours of ageing workers were at a fair level (49.8%). More than half of them reported a high level of self-actualization, exercise, and stress management (63.6%, 58.7%, and 53.1%, respectively), whereas health responsibility, nutrition, and interpersonal relationship were mainly at a moderate level (51.2%, 49.6%, and 51.5%, respectively). Workplace health promotion policy; accessibility to health promotion

activities; attitude toward health promotion; and support from co-workers, supervisors, the media, and family members all associated with health-promoting behaviours among ageing workers (9).

Promoting health and safety for ageing workers Although ageing workers should be considered an important asset of an organization because of their skills and experience, workplace programmes addressing the health needs of ageing workers are not widely implemented in Thailand. This may be due to the fact that there is a lack of information on the health of ageing Thai workers.

On the basis of the rates of occupational accidents and injuries, ageing workers are generally less likely to have accidents than younger workers. However, workplace accidents involving older workers tend to result in more serious injuries. Therefore, risk assessment should take into account differences in age, health status, and functional capacities. Adapting work to individual abilities, skills, and state of health should be a continuous process in employment. For example, work with physical demands should be considered in risk assessments concerning older workers.

Work and the work environment also need to be modified to address changes in functional capacity. Some examples of the modification of work to address the needs and conditions of older workers are job re-design; job rotation; the use of equipment and other assistive technologies; restrictions on heavy lifting and physically demanding tasks; the use of ergonomic design tools, equipment, and furniture; good workplace design to minimize the likelihood of falls; allowance for recovery through, for example, short breaks, and more frequent breaks.

Most ageing workers perceived their health status as being at a good level because they were actively engaging in jobs that require a healthy workforce. However, it should be noted that more than one third had underlying diseases. This calls for health surveillance and health promotion among this group of workers.

Health-promoting behaviours of the ageing workforce should be enhanced, especially behaviours related to health re-

sponsibility, nutrition, and interpersonal relationships. Promoting participation in health promotion activities, having health check-ups, healthy eating, and enhancing relationship with others will lead not only to the prevention of chronic diseases, but also to the containment of health care costs. Reducing health risks such as obesity and hyperlipidemia can enhance ageing workers’ well-being as well as their ability to continue productive participation in the workforce. (10) All of the above shows that workplaces should launch health promotion policies, facilitate activities, and enhance positive attitudes toward health promotion and reducing health risk behaviour. Advice should be provided by personnel at the workplace as well as by family members to support health promoting behaviours.

Ageing workers should also have access to appropriate health and safety services, which can provide health care and health promotion for these workers in the future.

Conclusion Currently, no national policies or regulations exist that address specific occupational health and safety for ageing Thai workers. In response to their growing number, OSH for ageing workers should

be prioritized. To promote the health and safety of ageing workers, workplaces should conduct age sensitive risk assessments, adapt work and the work environment, and have health promotion policies in place. Facilities and schedules of health promotion activities should also be arranged to encourage participation. In addition, the health responsibility of ageing workers should be enhanced through support from co-workers, and family members. (11) Surintorn Kalampakorn Associate Professor Department of Public Health Nursing Faculty of Public Health, Mahidol University 420/1 Rajvithi Road, Ratchatawee Bangkok 10400, Thailand Email: surintorn.kal@mahidol.ac.th

Wonpen Kaewpan Associate Professor Department of Public Health Nursing Faculty of Public Health, Mahidol University 420/1 Rajvithi Road, Ratchatawee Bangkok 10400, Thailand Email: wonpen.kae@mahidol.ac.th

References 1. UNFPA. Impact of Demographic Change in Thailand. [Online] 2011; Population Ageing in Thailand: Prognosis and policy response. Available at http://thailand.unfpa.org/documents/symposium/impact_full report_englishversion.pdf. 10 March 2014.

2. UNFPA Thailand. Population Ageing in Thailand: Prognosis and policy response. [Online] 2006; Population Ageing in Thailand: Prognosis and policy response. Available at http://thailand .unfpa.org/ documents/thai_ageing_englishversion.pdf. 10 Aug 2011.

3. Rika F, Thangphet S. Decent Work for Older Persons in Thailand. ILO Regional Office for Asia and the Pacific, 2009.

4. Office of the Permanent Secretary, Ministry of Labour. 2008. Extending Retirement Age and Saving Persons at Retirement Age. Bangkok: Office of Permanent Secretary, Ministry of Labour.

5. World Health Organization (WHO). Ageing and work capacity, Report of a WHO Study Group, WHO Technical Report Series 835,World Health Organization, Geneva. 1993.

6. Ilmarinen J. Ageing Workers. Occup Environ Med 2001;58:546–52.

7. National Statistical Office, Ministry of information and communication technology. Report of 2004 working condition survey whole kingdom on the second trimester. 2004 Bangkok: Statistical forecasting Bureau, 2004.

8. Mangino M. The Ageing employee: Impact on occupational Health. AAOHN Journal 2000;48:349–57.

9. Kaewpan W, Kalampakorn S. Health status and health promoting behaviors among ageing workers in Thailand. J Med Assoc Thai 2012;95, Suppl 6:S16–20.

10. IImarinen J. Ageing Workers. [Online] 2007. Available http://www.ncbi.nlm.gov/pmc/articles/ PMC1740170/pdf/v058p00546.pdf.

10 Dec 2009.

11. Kalampakorn S, Kaewpan W. Health responsibilities of an ageing Thai male workforce. J Med Assoc Thai 2009;92:S88–92.

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“Sharing a Vision for Sustainable Prevention”

ACOH 2014 Asian Conference on Occupational Health 2−4 September 2014, Fukuoka, Japan “Bridging Gaps: Occupational Health, Research and Clinical Practice” The meeting will be held in conjunction with the 24th Japan-China-Korea Joint Conference on Occupational Health.

Themes • Disaster and health • Future of occupational hygiene in Asia • AIR Pneumo (Workshop) • Occupational nursing • Support for return-to-work of workers with mental health problems • Disease and occupation • Occupational health services Submission of abstracts for the Poster Session by 30 June 2014 Secretariat for ACOH2014 Department of Work Systems and Health, IIES University of Occupational and Environmental Health, Japan E-mail: acoh2014@mbox.med.uoeh-u. ac.jp www.acoh2014.com

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ICOH 2015

XX World Congress on Safety and Health at Work 2014 Global Forum for Prevention 24–27 August 2014 Frankfurt, Germany

31st International Congress on Occupational Health “Global Harmony for Occupational Health: Bridge the World” 31 May−5 June 2015 Seoul, Korea

The three main topics are • Prevention Culture – Prevention Strategies – ”Vision Zero” • Challenges in Occupational Health • Diversity in the World of Work

Abstract submission by 31 August 2014

Organizers International Labour Organization (ILO) International Social Security Association (ISSA) German Social Accident Insurance (DGUV) www.safety2014germany.com

Side Event Inclusive Work Life – Ensuring Health, Safety and Work Ability of Working People of All Ages Sunday, 24 August 2014 at 13.00–16.00 hrs Congress Center Frankfurt Strategies and world best practices to extend work careers by better working conditions English language, no translation Please register to the Side Event to riitta.gronroos@stm.fi Organizer Ministry of Social Affairs and Health of Finland

• Asian-Pacific Newslett on Occup Health and Safety 2014;21:16

Congress objectives • To provide new knowledge and cases to prevent occupational accidents and diseases • To build mutual networks among health and safety experts around the world and strengthen cooperation system Who should participate?

Persons who are directly or indirectly dealing with health and safety can participate in the International Congress on Occupational Health.

Organizers International Commission on Occupational Health, ICOH Korea Occupational Safety and Health Agency Korean Society of Occupational and Environmental Medicine Supporter Ministry of Employment and Labor Official languages English, French and Korean www.icoh2015.org

The ILO CIS Centres’ Annual Meeting in November 2013 convened in Turin, Italy.

Photos by Suvi Lehtinen

Suvi Lehtinen, Finland

ILO OSH activities under development The International Labour Office has a network of National Information Centres in Occupational Safety and Health.

The ILO-CIS Centre Annual Meeting was held in November 2013 Turin, Italy.

The main theme for discussions was how the CIS Centres will work in the future, as the world around the UN organizations and the National Information Centres is undergoing a rapid change. A great deal of time was devoted to looking into the new forms and contents for collaboration among the ILO-CIS and the National Centres. In addition to collecting information, the aim is to ensure dissemination via channels that are feasible and user-friendly from the constituents’ point of view. The crucial question is: With the abundance of information, do we utilize it in the best way for making a change at the workplace? With increasing internet literacy, we should be able to provide the countries and OSH experts with knowledge that can help improve working conditions and workers’ health. In response to

this challenge, a Planning Group is being established to assist the ILO Unit to invite

various national information centres to contribute to the joint work plan.

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Suvi Lehtinen, Finland

ICOH Mid-term Meeting in Espoo, Finland The International Commission on Occupational Health, ICOH, holds its midterm meetings between the Board and General Assembly meetings of the triennial congresses. The next ICOH International Congress will be held in Seoul, Republic of Korea, on 31 May–5 June 2015.

The latest Mid-term Meeting was held on 8–10 February 2014 in the Hanasaari Cultural Centre in Espoo, Finland. Traditionally, Officers, Board members and the Chairs/Secretaries of the Scientific Committees met to check the developments since the previous World Congress, held in March 2012 in Cancun, and plan the activities for the remaining part of the Triennium.

Two other very important items were on the agenda: the status of and further plans for the ICOH 2015 International Congress, to be held in Seoul next year, and the approval of the revised ICOH Code of Ethics for Occupational Health Professionals.

The main themes for Keynote Lectures and for Semiplenary Sessions for ICOH2015 are undergoing the final decision process. The Second Announcement will be available on the Congress website in April 2014, and the deadline for submission of abstracts was set as 31 August 2014. More detailed information will be available on the Congress website in April.

The ICOH Code of Ethics for Occupational Health Professionals was revised in a three-year process which began after the Cape Town Congress in 2010. The Revising Group prepared its proposal by the time of the Cancun Congress in 2012. This was then edited and finalized by the Code Editing Group, established by the ICOH President. The revision work carried out along the years has involved ICOH Board members, ICOH National/Area Secretaries, and the Chairs and Secretaries of the Scientific Committees. In the final phase 18

Prof. Peter Westerholm, Dr. Patabendi Abeytunga, Dr. Marilyn Fingerhut

Photos by Suvi Lehtinen

of the revision process, all ICOH members had the opportunity to comment on the amendments and changes of the Code before its approval by the ICOH Board.

The ICOH Code of Ethics is widely utilized by occupational health professionals in various countries, and it is a useful tool in both everyday and demanding situations in current global work life. In addition, it has been used by some countries as guidance for developing legislation on the occupational health and safety

• Asian-Pacific Newslett on Occup Health and Safety 2014;21:18

work of occupational health professionals.

Additional information for ICOH Code of Ethics http://www.icohweb.org/site_new/ico_ core_documents.asp# Additional information on ICOH2015 Congress in Seoul http://www.icoh2015.org/kosha_eng_ web/main/main.jsp

Photos by Suvi Lehtinen

In the photo Dr. Elizabet Paunovic of WHO-EURO, Dr. Ivan Ivanov of WHO Headquarters and other representatives of the European WHO Collaborating Centres.

Suvi Lehtinen, Finland

European Network of WHO Collaborating Centres for Occupational Health The World Health Organization, WHO, has a Global Plan of Action on Workers’ Health which was endorsed by the World Health Assembly (WHA) in May 2007 (WHA60.26) (http://www.who.int/occupational_health/publications/global_ plan/en/). The first five years of implementation was reported on to the WHA in May 2013.

The Global Network of WHO Collaborating Centres was established as early as 1990, and the European Network of WHO Collaborating Centres in Occupational Health was established in 2000. The aim of these two Networks is to implement the WHO Global Plan of Action on Workers’ Health, both globally and in the European Region, respectively.

The European Network met

in October 2013 in Dortmund, on the kind invitation of the Federal Institute for Occupational Safety and Health (BAuA), to discuss the current status of various activities and the implementation of the commitments of the European Region regarding the GPA on Workers’ Health. A total of 39 participants from some 20 Collaborating Centres from 13 countries attended. The presentations and discussions on the agenda covered the Global Priorities of the Global Master Plan; an Introduction to European Priorities; National

profiles and programmes for the elimination of asbestos-related diseases; the South-East European Network on Workers’ Health; the European report on prevention of non-communicable occupational diseases; Creating national profiles on occupational health system as an initial part of national programmes and action plans for improving of occupational health services; and the Action plan for scaling up coverage of and improving the quality of occupational health interventions and services.

The Collaborating Centres in Occupational Health in the European Region are preparing themselves to report on their activities and achievements in the next Global Network Meeting of WHO Collaborating Centres, scheduled for May 2015.

Suvi Lehtinen Chief of International Affairs Finnish Institute of Occupational Health Topeliuksenkatu 41 a A FI-00250 Helsinki Finland Email: suvi.lehtinen@ttl.fi

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Editorial Board

as of 1 August 2012

Chimi Dorji Licencing/Monitoring Industries Division Ministry of Trade and Industry Thimphu BHUTAN N.B.P. Balalla Head Occupational Health Division Block 2 G5-03 Jalan Ong Sum Ping Bandar Seri Begawan BA 1311 BSB BRUNEI DARUSSALAM Yang Nailian National ILO/CIS Centre for China China Academy of Safety Sciences and Technology 17 Huixin Xijie Chaoyang District Beijing 100029 PEOPLE’S REPUBLIC OF CHINA Ho Ho-leung Deputy Chief Occupational Safety Officer Development Unit Occupational Safety and Health Branch Labour Department 14/F, Harbour Building 38 Pier Road, Centrum Hong Kong, CHINA

K. Chandramouli Joint Secretary Ministry of Labour Room No. 115 Shram Shakti Bhawan Rafi Marg New Delhi-110001 INDIA Tsoggerel Enkhtaivan Chief of Inspection Agency Ministry of Health and Social Welfare Labour and Social Welfare Inspection Agency Ulaanbaatar 210648 Baga Toirog 10 MONGOLIA Lee Hock Siang Director OSH Specialist Department Occupational Safety and Health Division Ministry of Manpower 18 Havelock Road Singapore 059764 SINGAPORE John Foteliwale Deputy Commissioner of Labour (Ag) Labour Division P.O. Box G26 Honiara SOLOMON ISLANDS

Le Van Trinh Director National Institute of Labour Protection 99 Tran Quoc Toan Str. Hoankiem, Hanoi VIETNAM Seiji Machida Director Programme on Safety and Health at Work and the Environment (SafeWork) International Labour Office 4, route des Morillons CH-1211 Geneva 22 SWITZERLAND Evelyn Kortum Technical Officer, Occupational Health Interventions for Healthy Environments Department of Public Health and Environment World Health Organization 20, avenue Appia CH-1211 Geneva 27 SWITZERLAND Jorma Rantanen ICOH, Past President FINLAND Harri Vainio Director General Finnish Institute of Occupational Health Topeliuksenkatu 41 a A FI-00250 Helsinki FINLAND