European Network for Promoting Active Ageing: Mature-age Employees as Mentors, Coaches and Team-Leaders

Project EMPOWER+

“European Network for Promoting Active Ageing: Mature-age Employees

as Mentors, Coaches and Team-Leaders” (REF. 2011-1-GR1-LEO05-06795)

Final Conference, 24th September 2013, Reggio Emilia, Italy

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In 2010 17,4% of the population of Europe was over the age of 65.

In 1985 only 12,8% was over 65 In 2050 the predictions are that 29% of European

Population will be over 65 which means 1 in 3. On average in the EU, citizens consider that someone

is young until the age of 42 In some countries like Malta and Portugal young is

considered until the age of 37. In Greece young is considered until the age of 50!!! The average age of retirement in the EU is 61,4 while

1/3 of those that retired expressed their willingness to continue to work

EMPOWER+

EMPOWER+ Final Conference24th September Reggio Emilia, Italy

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The increase in the life expectancy and the quality of life has as a result that the mature age employees is a big and important part of the workforce.

That mature age employees want to work and contribute to the society.

According to a euro barometer survey 1/3 of those that retired would like to continue working under certain circumstances

The truth is however, that this working group has not been among the centre of the attention of the employment policies.

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There are discriminations against mature age employees that are based on stereotypes and hypotheses on their ability and suitability to work

Employers very often consider that the skills of the mature age employees are obsolete and that it is more difficult to be trained regarding their younger colleagues

Several surveys have shown that one of the reasons behind that discrimination is that mature age employees do not fit into a new dynamic image that a company would like to create

As a result of that, mature age employees have low self-esteem and they are unwilling to remain at their work in the life expectancy and the quality of life has as a result that the mature age employees is a big and important part of the workforce.

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The truth however is different Mature age employees

Posses important knowledge Have a greater familiarity with the products the services, the

processes and the systems of an organization The training of a mature age employee may be a better

investment for a company than the training of a younger colleague

Mature age employees can transfer their knowledge to their younger colleagues by undertaking the role of a mentor

They can create a stable workforce and can become the right example to their younger colleagues

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EMPOWER+ Project is financed by the Directorate General of Education and Culture and the programme Life Long Learning Leonardo da Vinci by 75% and by 25 % from own funds

In EMPOWER+ project consortium the participate The Region of Central Macedonia as the Lead Partner, Thessaloniki Greece The private company TREK Consulting Athens Greece, IFOA, Reggio Emilia, Italy INIFES International Institute for Empirical and socioeconomic studies

Stadtbergen, Germany EKINTZA BILBAO, Bilbao, Spain

Project started: 1/10/2011 Project ends: 30/9/2013

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5 Work Packages1. Identification of Needs Exchange and

Transfer of experience

2. Development of Vocational Skills and Competencies

3. Evaluation and Valorization Management and coordination of the Action

4. Communication and Dissemination

5. Management and Coordination

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Existing situation analysis in the five regions. Region of Central Macedonia, Greece Region of Attica, Greece, Region of Reggio Emilia, Italy Region of Tubingen, Germany Basque Country

Good practices guide Partners have collected good practices at local/ regional/ national

and pan European level concerning empowerment, capacity building and other innovative approaches in the management of ageing Workforce

A good practices guide in English was produced. Good practices guides in national languages are available on the project web site. www.empowerplus.eu

WP 3 Identification of Needs, Exchange and Transfer of Experience


http://www.empowerplus.eu/

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WP 4 Development of Vocational Skills and Competencies

Design of new training material Material from EMPOWER project was enriched New training fields have arisen from the existing

situation analysis and the best practices.

Organization of training seminars. Training seminars in the 5 regions Thessaloniki 24-30 September Attica 9-10 September Reggio Emilia INIFES Bilbao

Assessment of effectivenessEMPOWER+ Final Conference24th September Reggio Emilia, Italy

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Ongoing and Ex-post evaluation Follow up plan

WP5: Evaluation and Valorization


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Promotional Material Brochures in all languages of the project (Greek, Italian,

German, Spanish and English) Banners & posters

RCM will also make a banner and 10 posters in each national language and will send them to each partner

newsletters

WP2 Communication and Dissemination


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Thank you very much

Grazie milleMichailides Constantinos

Region of Central MacedoniaRegional Development Fund

Themistolki Sofouli 62AThessaloniki

Post Code 54655Greece

tel +302310403004fax+302310403079
