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Chapter 3: The future of work in Europe: job quality and work organisation for a smart, sustainable and inclusive growth
monitoring of the employment conditions although there are large differences across Age discrimination and stereotyping may
of posted workers — where relevant in Member States: from about 80 % in Hun- push older workers to early retirement (e.g.
cooperation with the social partners in the gary to below 40 % in Sweden (e.g. Euro- Gringart et al., 2011). They may be rooted
72
‘posting’ as well as ‘hosting’ countries — barometer, 2012). Work psychosocial ( ) in the perception that older workers are
needs to be intensified, while maintaining and physical strain is a strong push factor more reluctant to accept organisational
a balance between the protection of work- to early retirement for older workers (e.g. change or new types of work (e.g. Taylor
ers’ job quality and the cost of adminis - Bonsdorff et al., 2010; Park, 2010; Pollack, and Walker, 2003). Institutional reforms
trative requirements imposed on service 2012). Such strains are often rooted in a can address these forms of discrimination.
providers operating across borders. loss of control over working conditions and Note though that ‘age discrimination’ laws
a (perceived) lack of recognition of their that counteract these trends by reinforc-
4.3. Demographic change performance (e.g. Siegrist et al., 2007; ing the employment protection of older
calls for an innovative Oorschot and Jensen, 2009; Siegret and workers may in fact reduce their hiring
approach to job quality Wahrendorf, 2011). opportunities by increasing firing costs (e.g.
Heywood and Siebert, 2009).
This subsection looks at the workplace Older workers have the lowest probability
challenges faced by older workers, and to transit to unemployment (if compared Measures to strengthen older workers’
briefly discusses how structural changes with the other age groups), but their prob- control over their working conditions could
are expected to affect their job quality ability to transit from unemployment to include the promotion of technologies that
and how policies can address present and employment is also the lowest and their create more flexible and safer and healthier
future challenges and improve job quality probability to transit to inactivity is the working conditions such as flexible working
of older workers. The section then looks highest (e.g. RWI 2014). In addition to time and teleworking. The provision of elder -
at young workers, who have seen their skewed financial incentives (e.g. expected care facilities for partners may also ensure a
unemployment rate soar to historical levels pension income that exceeds contribu- better balance between family and working
in recent times, the challenges they face tions), poor career prospects may con- lives. Barriers to learning and training for
and the policies needed to improve young tribute to such an outcome. Poor career older workers should be lowered. Special
workers’ employment and avoid human prospects for older workers often reflect programmes (including training subsidies)
capital erosion. a lack of recognition of their experience focused on updating the skills of older work -
and expertise, which in turn discourages ers, especially the low-skilled, may play an
An ageing population and changing fam- the search for a better or more adequate important role. Finally, ensuring an appro-
ily structures (including a rising number job. This calls for measures that strengthen priate balance between efforts spent and
of one-parent families) are important the recognition of older workers’ informally earnings may improve their motivation,
future demographic developments that acquired qualifications, in combination career prospects and recognition.
pose important challenges to EU job qual- with an enhancement of their job search
ity, with a direct impact on labour market intensity (in close collaboration with public 4.3.2. Investing in young
participation, productivity and growth. Job employment services). workers’ job quality
quality (e.g. straining working conditions)
and specific characteristics of tax and ben - Furthermore, skills, especially ICT skills, are Occupational together with geographi-
efit systems (including pensions) have an an important driver of job opportunities cal mobility will be key to improving job
important impact on older workers’ deci- for older workers. For instance, Biagi et quality in the future. In an ever-changing
sions regarding labour market participation al. (2011) estimate that being skilled and economy, workers will have to become
and retirement (e.g. European Commission, using a PC at work reduced the probabil- receptive to more frequent job change
2011a; Lindström, 2006). In addition, the ity of exiting employment by 12 percent- if they want to improve their job quality.
crisis has shown that young workers’ age points in Italy in the early 2000s. This Young people have a stronger potential in
job quality can be especially vulnerable, example illustrates that barriers to learn- this regard. They are on average more will -
potentially reducing future opportunities ing and training for older workers should ing and able to move geographically since
for employment in high-quality jobs and be lowered. they often face fewer family commitments
thus productivity and growth. In order to and are more likely to speak foreign lan-
preserve the European social model, a set Age discrimination in the workplace is still guages and therefore adapt more quickly
of policies is needed to help older people prevalent. For example, in 2011 one in to new settings.
stay active longer, retire later and become five people surveyed experienced or wit -
more productive, while ensuring that young nessed age discrimination in the workplace However, young people often lack the initial
workers find and keep a suitable job and or when looking for work (Special Euroba- experience in professional life to kick-start
use and reinforce their human capital. rometer, 2012). Strong differences exist their career along a path of high-quality
between Member States, from almost jobs. Well-targeted labour market policies
4.3.1. More flexible work 40 % in Hungary compared to about 15 % that invest in young people and improve
arrangements and skill- in Ireland. Nevertheless, employees aged the job quality of present and future
updating for older workers 54 and over are thought to be more expe- cohorts of young workers are crucial. Such
while addressing age rienced and more reliable than younger policies include modern apprenticeship
discrimination employees (i.e., respectively 87 % and 67 % systems, skill development that matches
‘more likely’). better the (short- and long-term) needs of
About six out of ten EU citizens perceive the labour market, and guidance. From this
( ) Such as working in a post that does not
that workplaces are not adapted to 72 perspective, it is imperative to ensure that
the needs of people aged 54 and over, correspond with the level of qualification. all young people, whether registered with
155
monitoring of the employment conditions although there are large differences across Age discrimination and stereotyping may
of posted workers — where relevant in Member States: from about 80 % in Hun- push older workers to early retirement (e.g.
cooperation with the social partners in the gary to below 40 % in Sweden (e.g. Euro- Gringart et al., 2011). They may be rooted
72
‘posting’ as well as ‘hosting’ countries — barometer, 2012). Work psychosocial ( ) in the perception that older workers are
needs to be intensified, while maintaining and physical strain is a strong push factor more reluctant to accept organisational
a balance between the protection of work- to early retirement for older workers (e.g. change or new types of work (e.g. Taylor
ers’ job quality and the cost of adminis - Bonsdorff et al., 2010; Park, 2010; Pollack, and Walker, 2003). Institutional reforms
trative requirements imposed on service 2012). Such strains are often rooted in a can address these forms of discrimination.
providers operating across borders. loss of control over working conditions and Note though that ‘age discrimination’ laws
a (perceived) lack of recognition of their that counteract these trends by reinforc-
4.3. Demographic change performance (e.g. Siegrist et al., 2007; ing the employment protection of older
calls for an innovative Oorschot and Jensen, 2009; Siegret and workers may in fact reduce their hiring
approach to job quality Wahrendorf, 2011). opportunities by increasing firing costs (e.g.
Heywood and Siebert, 2009).
This subsection looks at the workplace Older workers have the lowest probability
challenges faced by older workers, and to transit to unemployment (if compared Measures to strengthen older workers’
briefly discusses how structural changes with the other age groups), but their prob- control over their working conditions could
are expected to affect their job quality ability to transit from unemployment to include the promotion of technologies that
and how policies can address present and employment is also the lowest and their create more flexible and safer and healthier
future challenges and improve job quality probability to transit to inactivity is the working conditions such as flexible working
of older workers. The section then looks highest (e.g. RWI 2014). In addition to time and teleworking. The provision of elder -
at young workers, who have seen their skewed financial incentives (e.g. expected care facilities for partners may also ensure a
unemployment rate soar to historical levels pension income that exceeds contribu- better balance between family and working
in recent times, the challenges they face tions), poor career prospects may con- lives. Barriers to learning and training for
and the policies needed to improve young tribute to such an outcome. Poor career older workers should be lowered. Special
workers’ employment and avoid human prospects for older workers often reflect programmes (including training subsidies)
capital erosion. a lack of recognition of their experience focused on updating the skills of older work -
and expertise, which in turn discourages ers, especially the low-skilled, may play an
An ageing population and changing fam- the search for a better or more adequate important role. Finally, ensuring an appro-
ily structures (including a rising number job. This calls for measures that strengthen priate balance between efforts spent and
of one-parent families) are important the recognition of older workers’ informally earnings may improve their motivation,
future demographic developments that acquired qualifications, in combination career prospects and recognition.
pose important challenges to EU job qual- with an enhancement of their job search
ity, with a direct impact on labour market intensity (in close collaboration with public 4.3.2. Investing in young
participation, productivity and growth. Job employment services). workers’ job quality
quality (e.g. straining working conditions)
and specific characteristics of tax and ben - Furthermore, skills, especially ICT skills, are Occupational together with geographi-
efit systems (including pensions) have an an important driver of job opportunities cal mobility will be key to improving job
important impact on older workers’ deci- for older workers. For instance, Biagi et quality in the future. In an ever-changing
sions regarding labour market participation al. (2011) estimate that being skilled and economy, workers will have to become
and retirement (e.g. European Commission, using a PC at work reduced the probabil- receptive to more frequent job change
2011a; Lindström, 2006). In addition, the ity of exiting employment by 12 percent- if they want to improve their job quality.
crisis has shown that young workers’ age points in Italy in the early 2000s. This Young people have a stronger potential in
job quality can be especially vulnerable, example illustrates that barriers to learn- this regard. They are on average more will -
potentially reducing future opportunities ing and training for older workers should ing and able to move geographically since
for employment in high-quality jobs and be lowered. they often face fewer family commitments
thus productivity and growth. In order to and are more likely to speak foreign lan-
preserve the European social model, a set Age discrimination in the workplace is still guages and therefore adapt more quickly
of policies is needed to help older people prevalent. For example, in 2011 one in to new settings.
stay active longer, retire later and become five people surveyed experienced or wit -
more productive, while ensuring that young nessed age discrimination in the workplace However, young people often lack the initial
workers find and keep a suitable job and or when looking for work (Special Euroba- experience in professional life to kick-start
use and reinforce their human capital. rometer, 2012). Strong differences exist their career along a path of high-quality
between Member States, from almost jobs. Well-targeted labour market policies
4.3.1. More flexible work 40 % in Hungary compared to about 15 % that invest in young people and improve
arrangements and skill- in Ireland. Nevertheless, employees aged the job quality of present and future
updating for older workers 54 and over are thought to be more expe- cohorts of young workers are crucial. Such
while addressing age rienced and more reliable than younger policies include modern apprenticeship
discrimination employees (i.e., respectively 87 % and 67 % systems, skill development that matches
‘more likely’). better the (short- and long-term) needs of
About six out of ten EU citizens perceive the labour market, and guidance. From this
( ) Such as working in a post that does not
that workplaces are not adapted to 72 perspective, it is imperative to ensure that
the needs of people aged 54 and over, correspond with the level of qualification. all young people, whether registered with
155
