Ilmarinen - Slides - en

Active ageing in a life
course perspective
Prof. Juhani Ilmarinen
Finnish Institute of Occupational Health, Helsinki, Finland
First Forum on the Demographic Future in Europe,
October 30-31, 2006, Brussels
Active ageing
• Ageing is a good thing – think about the alternative!

• Active ageing: physically, mentally and socially active
life – the best theory to live longer!
• The process of ageing: genetics vs. life style & work
30:70 %
• Dimensions of age:
- chronological
- biological
- psychological
- social
• I am as old as I feel
Milano 1. ICOH / Prof. Juhani Ilmarinen, Finnish Institute of Occupational Health/ MJ / 1.6.2007 2
Successful ageing
avoiding
sickness
and functional
deficiency
successfull
ageing
active good
attitude cognitive
towards and physical
life capacity
Criteria for successful ageing
• no illnesses or accidents that cause problems in

everyday life
• no health problems that limit hobbies
• own assessment of cognitive functional capacity better
than satisfactory
• own assessment of functional capacity good in
comparison of others
• no sign of depression
Uotinen et al. 2005
LIFE COURSE
Life course
20 yrs Age 60 yrs
Life cycle
20 yrs Age 60 yrs
Milestones of the life course at work
• shifting from education to work life (18-25 yrs)

• combining family and work life (25-35 yrs)
• changes in worktasks and employers (35-45 yrs)
• changes in personal resources (over 45 yrs)
• changes in family and close communities (over 50 yrs)
• changes in attitudes towards work and
retirement (over 55 yrs)
• leaving worklife and shifting to retirement (over 60 yrs)
Active Age–integrated life
Life phases
Traditional Age – integrated
Education Work Retirement Family, leisure, community

and
Training
Work
Education and Training
Age Age
Lähde: Reday-Mulvey 2005
Life Course and Work: Towards a better
and longer Work Life by FIOH
Occupational Health Services

Working Times
Transfers Work and
Age Coaching
Successful
From School Senior
to Work To Work
Physical Work
and Age
Towards
Work Life
Life Course
Need of reforms for Active Ageing in work
life
• Attitudes towards ageing must be changed

(an attitudinal reform)
• The awareness level of managers and
supervisors in age-related issues needs to be
improved (management reform)
• Better age and life course-adjusted and
flexible working life is needed (work life
reform)
• Health care services should meet the
increasing needs of older workers (reform of
health services)
Towards a longer work life
Ageing and work life quality

in the European union
Juhani Ilmarinen
June 2006
One of the greatest
challenges for the
societies:
Living longer but

working shorter
What´s the problem?
• Ageing
• Globalisation
• New technology
• Management
• Working life
• Health
• Competence
• Attitudes and values
• Employment policy
• Exit policy
• Early retirement
• Something else?
The problem is…
• not ageing!
• but
• the early retirement

• early retirement is a clear sign of the
problems to find out a healthy, safety,
secure and positive future in the
working life
Why should we work longer?
•Work life must be lengthened for

the sake of society
•Can we afford growing older?
•Higher employment rates and
lower dependency ratios are the
base for good older societies
Innovative Concepts and
Solutions for Active Ageing
• Age Management
• Employability
• Work Ability
• Promotion of Work Ability
• Age Management Coaching
LEVELS OF AGE MANAGEMENT
PROBLEMS / POSSIBILITIES MEANS / SOLUTIONS RESULTS / AIMS
INDIVIDUAL - age management - better functional

- functional capacity
- promotion of physical, capacities
- health - better health
- competence mental and social resources
- improving health - better competence
- work motivation
- developing competence - better work ability
- work ability - less exhaustion
- work exhaustion - coping with changes
- participating - lower unemployment risk
- unemployment - better quality of life
- age-management
ENTERPRISE - productivity - individual solutions - better total productivity
- competitiveness - co-operation between - better competitiveness
- sickness absence age groups - less sick leaves
- tolerance for change - age- ergonomics - better management
- work organization - work-rest schedules - competent manpower
- work environment - flexible working times - better image
- recruitment - part-time work - lower work disability costs
- tailored competence -training
SOCIETY - attitudes toward - age-management - less age-discrimination

work and retirement - changing attitudes - later retirement
- age- discrimination - preventing age-discrimination - lower unemployment costs
- early retirement - improving age-concious - lower health care costs
- work disability costs work policy - better national economy
- retirement costs - changing age-concious - higher wellfare
- health care costs exit policy
- dependency ratios
AGE MANAGEMENT
Definition
Consideration of age-related factors affecting both

white and blue collar employees in the daily management,
design, and organization of individual work tasks, as
well as the work environment, so that everybody,
regardless of age, feels empowered in reaching both
personal and corporate goals.
Age Management: Visions
Awareness
Good life Attitudes
Age
Organisation Management Manager's
of work duty
Competence Age strategy

Work Ability
&
Productivity
There has been arranged age leadership training for management (interview of management)
40
33
29
20
20 19
15
11
0
1998 2001
%
Private sector Municipal sector Governmental sector
Milano 1. ICOH / Prof. Juhani Ilmarinen, Finnish Institute of Occupational Health/ MJ / 1.6.2007
MWA Barometer 2001 20
/ FIOH
EMPLOYABILITY
• SOCIAL AND HEALTH SERVICES
• INSTITUTIONS
EMPLOYABILITY ECONOMIC WELL-BEING
WORK ABILITY HUMAN WELL-BEING
- Human Resources EMPLOYMENT
- Work Conditions
POLICIES
- Employment Policy
- Education Policy
- Exit Policy
- Social protection
Society
Relatives,
Family
friends
Work Ability
Work
Environment
Content and Demands
Community and Organisation
Management and Leadership
Values
Attitudes Motivation
Competence
Knowledge Skills
Health
Functional Capacities
Work ability index (WAI)
WAI WAI Class

50 49
45 exellent
43
40
good
36
35
30 moderate
27
25
poor
20
15
Carrot project 1998, N=729
10
7
5
15 25 35 45 55 65 Age, yrs
Health promotion (OHS)
Physical exercise
Healthy lifestyles
Ergonomic and PROMOTION Psychosocial work

safe work places OF environment
WORK ABILITY
Decrease of 45+ Age management
physical work load
Flexible working
Work-rest schedules time schedules
Updating skills and knowledge
New technology, computer skills
New work ability demands
GOOD WORK ABILITY AND HEALTH

PROFESSIONAL PROFESSIONAL COMPETENCE
GOOD PRODUCTIVITY GOOD QUALITY OF LIFE

AND QUALITY OF WORK AND WELL-BEING
GOOD RETIREMENT ABILITY,

MEANINGFUL, SUCCESSFUL,
AND PRODUCTIVE
'' THIRD AGE ''
Arbeitsfähigkeit nach Ilmarinen
Arbeitsfähigkeit
(ABI) 50 Individuelle Gesund-
sehr gut heitsförderung, Ergo-
45 nomische Maßnahmen,
verbessertes
gut
Führungsverhalten
40
mäßig Nur individuelle
35 Gesundheits-
förderung
30
schlecht Keine Maßnahmen
25
20
40 45 50 55 60 65
Alter (Jahre)
Jo rma Rantane n FIOH
Economic appraisal
• Over 200 companies of various size from different

branches
• Method: Tervus Economic Appraisal
• Benefit / Cost ratio variation between 3 and 20
• Benefit: Reduction of absenteeism and work
incapacity 50%, increase in productivity 50%
S o urc e : Be rg s trö m and Aho ne n 2000

1
Singapore 2000 26th International Congress on Occupational Health
Belief in ability to continue to work in the same job at 60 years of age among over -45-year-
men in 2000 in the European Union, listed according to prevalence of the belief from the highest
to the lowest.
Denmark
Netherlands
Sweden
Germany
United Kingdom
Austria
Ireland
Italy
Spain
Finland
Belgium
Greece
Luxemburg
France
Portugal
EU15 countries
0 10 20 30 40 50 60 70 80 90 %
Milano 1. ICOH / Prof. Juhani Ilmarinen, Finnish Institute of Occupational Health/ MJ / 1.6.2007 Kuva 114. xls 27
Belief in ability to continue to work in the same job at 60 years of age among
in the European Union, listed according to prevalence over-45-year-old women in 2000
of the belief from the highest to the lowest.
United Kingdom
Denmark
Netherlands
Austria
Luxemburg
Sweden
Germany
Finland
Italy
Ireland
Spain
Greece
France
Belgium
Portugal
EU15 countries
0 10 20 30 40 50 60 70 80 %
Milano 1. ICOH / Prof. Juhani Ilmarinen, Finnish Institute of Occupational Health/ MJ / 1.6.2007 Kuva 115.xls 28
Prevalence (%) of factors fulfilling the criteria for a good worklife and the mean
rating of workplaces according to European region.
Factor Nordic Middle Southern

countries Europe Europe
(n = 4 526) (n = 10 796) (n = 6 130)
Physical environment 42,9 49,7 50,6
Physical work load 23,8 29,8 25,4
Tight work schedules 18,6 27,1 34,9
Ability to regulate 42,4 37,9 40,0
Work skills 88,6 82,2 82,7
Social environment 81,8 71,7 49,9
Discussions lead to improvements 75,2 66,8 54,0
Age discrimination 96,7 96,6 98,3
Health, safety 80,3 72,1 60,7
Work promotes health 1,3 1,1 0,6
Working in the same job at 60 years of age 54,2 52,7 46,8
Job satisfaction 90,6 87,3 76,0
1 1 1
Mean (min 0, max 12) 6,96 (SD 1,85 ) 6,75 (SD 2,09 ) 6,20 (SD 2,16 )
1
SD = standard deviation.
Taulukko 89

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Active ageing in a life

• Ageing is a good thing – think about the alternative!

• no illnesses or accidents that cause problems in

20 yrs Age 60 yrs

20 yrs Age 60 yrs

• shifting from education to work life (18-25 yrs)

Education Work Retirement Family, leisure, community

Education and Training

Lähde: Reday-Mulvey 2005

Occupational Health Services

• Attitudes towards ageing must be changed

Ageing and work life quality

Living longer but

• the early retirement

•Work life must be lengthened for

INDIVIDUAL - age management - better functional

SOCIETY - attitudes toward - age-management - less age-discrimination

Consideration of age-related factors affecting both

Good life Attitudes

Competence Age strategy

WAI WAI Class

Ergonomic and PROMOTION Psychosocial work

GOOD WORK ABILITY AND HEALTH

GOOD PRODUCTIVITY GOOD QUALITY OF LIFE

GOOD RETIREMENT ABILITY,

• Over 200 companies of various size from different

S o urc e : Be rg s trö m and Aho ne n 2000

Singapore 2000 26th International Congress on Occupational Health

Factor Nordic Middle Southern

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