Verso l’Europa 2020 - imprese e persone che cambiano Evento Finale del Progetto EMPOWER+ “Rete Europea per la promozione dell’occupabilità: lavoratori senior come Mentor, Coach e Team-Leaders” Intervento di Nikos Vasileiadis: Trek Consulting (Grecia) “Verso l’Europa 2020, persone e imprese che cambiano” è il titolo con cui si è celebrato il 24 settembre 2013 in IFOA, a Reggio Emilia, l’evento finale del progetto europeo “Empower Plus”, realizzato da un partnership costituita da enti rappresentativi di diversi paesi europei: Grecia, regione della Macedonia Centrale, Germania, Spagna e Italia che con IFOA ha contribuito al progetto apportando la sua esperienza nella formazione. Il convegno si è soffermato sull’importanza del mantenimento del filo di collegamento intergenerazionale che garantisce la continuità nel ricambio all’interno delle organizzazioni: mantenere il patrimonio di conoscenze che i lavoratori più anziani detengono e studiare e praticare modalità di trasferimento delle competenza ai più giovani significa per le imprese sopravvivere al cambiamento e assicurarsi continuità e innovazione. Resto perchè cambio: così l’invecchiamento attivo sul posto di lavoro diventa un valore sociale, una ricchezza per l’impresa, un’ opportunità per i giovani, un arricchimento per i lavoratori maturi.

1. Project EMPOWER+
“European Network for Promoting Active
Ageing: Mature-age Employees as Mentors,
Coaches and Team-Leaders” (REF. 2011-1-GR1-
LEO05-06795)
Comparative analysis of
the socioeconomic and
demographic change in
Europe: indicators and
statistics

2. 2
Demographic
development/
Population
EMPOWER+ Final Conference
 All regions had a growth of
population between 2000 and
2010
 But the growth rate was very
different.
 Strongest growth in the
region Emilia-Romagna (Italy)
of almost 11 %.
 In the German region
Tübingen it was was very low
(almost 3 %).
Population development from 2000 to 2010
in Empower-Regions (NUTS II) (Index 2000 =
100)
Source: Eurostat 2012, INIFES own calculation

3. 3
Demographic
development/
Population
EMPOWER+ Final Conference
 Concerning the age group of
50 to 64 the German Region
Tübingen had the largest
growth rate: Almost 24 %
was the increase rate since
2000 until 2010.
 In Emilia-Romagna in Italy the
growth rate reached almost 7
% .
 Connection between
population growth and ageing
process: In Tübingen the
growth rate is low, but the
increase of 50+ is high. In
Emilia-Romagna vice-versa.
 Different from this, is the
situation in Attiki region in
Greece where the population
growth and the ageing rate is
Population development of the age group 50
to 64 years from 2000 to 2010 in Empower-
Regions (NUTS II) (Index 2000 = 100)
Source: Eurostat 2012, INIFES own calculation

4. 4
Demographic Risk: Demographic
Location Risk in Empower-Regions
2008 (-5 to 5)
EMPOWER+ Final Conference
 Location risk:
arithmetic mean of the
scores for the location
factors: Labour
Supply, Human
Capital, Productivity
plus Research and
Development.
 No high demographic
location risk in any
Empower region. But
high opportunities for
Tübingen.

5. 5
Demographic Risk: Ageing in Empower-
Regions 2003-2040
EMPOWER+ Final Conference
 Ageing contributes to
demographic change.
 Compared to average
aging and population
growth in the EU-
27, Tübingen is
characterized by fast
ageing processes (+ 5.6
years older) as well as
Kentriki Makedonia (8.9
years ageing until 2030).
 In País Vasco, the
population will age by 7.4
years. In Emilia-
Romagna the mean age
will increase by 3.5 years
in 2030.

6. 6
Labor market in the
regions
EMPOWER+ Final Conference
 Tübingen had a decline of
employment 2003/2004
 Tübingen: But during the
crisis years since 2009 the
employment shrunk very
slowly in comparison to the
other Empower regions.
 The regions in Greece and
Italy have a constant loss of
employment since 2008.
 The País Vasco recovers
since 2010.
Employment development from 2000 to 2010
in Empower-Regions (NUTS II) (Index 2000 =
100)
Source: Eurostat 2012, INIFES own calculation

7. 7
Labor market in the
regions
EMPOWER+ Final Conference
 The age group of 55 to 64
years reaches a low
participation rate at the
labour market in relation to
younger age groups.
 In Tübingen the employment
rate of the 55+ has grown a
lot due to demographic
effects (shrinking cohorts
since 2002 due to WWII-
effects on birth rates in
Germany) and the strong
growth of part-time work and
low-paid jobs for mature-age
persons in Germany.
 In the other regions the
employment rate of 55+ didn’t
develop that strong.
Employment rates by age groups in
Empower-Regions (NUTS II)
Source: Eurostat 2012, INIFES own calculation

8. 8
Labor market in the
regions
EMPOWER+ Final Conference
 Reforms of the pension
system (Germany) and
reduction of public budgets
(Greece, Spain) result in the
increase or in the reduction
of the average exit age in the
different countries.
 This may lead to different
durations of employees’ work
lives in the different national
schemes.
 2010 the duration of work life
in Germany lasts
approximately 7 years longer
than in Italy (may change due
to pension scheme reforms).
Average Exit age in Empower-Countries
Source: Eurostat 2012, INIFES own calculation

9. 9
Labor market in the
regions
EMPOWER+ Final Conference
 The unemployment rates are
rather high and rising in the
Greek regions.
 The País Vasco had a
turnover of the strong rising
unemployment rate since
2008, but it is still remaining
on a high level (10,5 % in
2010).
 In Emilia-Romagna and
Tübingen the unemployment
level is significantly lower
than in the other regions.
Even in the crisis year 2009 in
Tübingen the unemployment
didn’t rise a lot (like in
Germany in general due to
short work regulations).
Unemployment rates in Empower Regions
(NUTS II) 2006-2010
Source: Eurostat 2012, INIFES own calculation

10. 10
Labor market in the
regions
EMPOWER+ Final Conference
 Spain had a high participation
to measures of education and
training in 2010 (traditionally).
 But in all countries the
participation rate is very low
and shrinking for older age
groups (45 to 54 and 55 to
64).
 In general, it has to be
assumed that high level of
training attainment will lead
to high employment
performance (over the whole
life course).
Participation in education and training by
age groups 2010 (in percent)
Source: Eurostat 2012, INIFES own calculation

11.  Even if the effects are regionally very different, all regions struggle to remain competitive
in the strains of the crisis.
 In general the recession and the economic crisis are the dominant factors defining the
future of all public and private organizations.
 The effects of the recession are (in some regions) high unemployment for all age groups
including the 55+ years, poverty, halting of all investments, minimization of private
consumption etc.
 Companies “struggle to survive” due to the world crisis
 Uncertainty of development of general conditions (economy, social schemes, transition of
pension systems etc.)
 Decrease in private income and savings and hard times to grow up a family
 Education and training may help to overcome demographic challenges.
 High demand of training for mature-age employees to reduce the risk of age poverty.
Improvement of low participation of employees over 55 in training activities is necessary.
 The use of ICTs needs to be promoted among the senior population.
 Establishing training activities concerning a leadership culture of “awareness”,
“acknowledgment” and “age-sensitiveness”.
11
Some conclusions
EMPOWER+ Final Conference