Ageing and work – An introduction
The EU’s Lisbon strategy (2000) to become the most competitive and dynamic knowledge-based economy in the world identifies the prolongation of working time over life-span as an action and that to achieve this good working conditions, in particular in relation to health and safety, flexible working arrangements, and care services, are needed.
The occupational safety and health legislative structure for the prevention of harm to ageing workers is primarily set by the “framework” directive (89/391) and its “daughter” directives, such as on manual handling. The directives set a framework of action, based on assessing the risks to ALL workers and implementing a hierarchy of preventive measures starting with the elimination of the risk to the worker.
When considering the older person’s ability to work, it should be noted that the differences within the older population are greater than between the older and younger groups, that chronological age is not an indicator of mental of physiological ageing, and that while older persons experience a gradual decline in some abilities (e.g. muscle strength), they have compensatory strategies that can benefit from training.
Specific occupational safety and health issues of particular concern to older workers include musculoskeletal disorders (MSDs), psychosocial job characteristics, and work organisation arrangements (e.g. shift patterns). Workers aged 55 and above tend to suffer the most serious accidents, with a fatality rate above the European average. The 55-plus age group is also the one with the greatest incidence of long development- time occupational illnesses, such as cancers (the majority of which are still due to asbestos exposure) and cardiovascular diseases.
There is a significant gender dimension to ageing and work; the Agency’s review of gender issues notes the need for risk assessment and management issues (such as consultation and training) to take account of both gender and age.
A work force with a balance of youth and maturity (and diversity in other characteristics such as gender and ethnicity) is regarded as being best able to respond to the rapidly changing circumstances associated with globalisation.
The workplace actions noted by the agency to reduce the risk of harm to ageing workers include interventions to improve the psychosocial and physical work environment, changes to work content and organisation, improving the general health, well-being, and work ability of workers, and increasing the abilities and professional competence of workers.
