A large research project, coupled with an information and educational campaign on the value of the senior worker, was launched last year in Finland. The principal aim of this is to bring about change to the commonly practised routine within the world of work and to enable the older employee to continue working for a longer overall period of time than is at present customary. The age structure of the population as a whole is currently undergoing change now that the post-war generation is approaching retirement age. This is a cause for concern in every European country, and it is also this which is the main factor in the background to this campaign.

The National Age Programme commenced in 1998 and it has been scheduled to run until the year 2002. A number of Government Departments, particularly those of the Ministry of Labour, the Ministry of Health and Social Affairs and the Ministry of Education have identified concrete aims for development within their respective administrative fields and the areas which require change, and additionally have identified both the subjects for research and the targets for the receipt of information. The results of these activities will be implemented within a jointly agreed framework.

 Participation by both the Employers' and the Employees' Organisations

The world of work is regarded as being the most important area for development within the National Age Programme. Both the employers' and the employees' organisations are therefore closely involved in the planning and running of this Age Programme. 'EXPERIENCE IS A VALUABLE ASSET' is one of the slogans associated with the Programme, whilst the Programme itself is being publicised by means of its own magazine. This contains information on the benefits that are to be gained by companies from the practice of retaining the older worker and gives examples of best practices which have made it easier for these older employees to continue in work.

The National Age Programme has an important message for both employers and employees alike, which is that in order to succeed, every company needs the experience which is in the possession of its senior workers. It can only be wise to combine the fresh skills of youth with the competence of those who are older. This also bridges the generation gap and presents the younger employee with an excellent opportunity to both gain work experience and to learn.

Congratulatory phrases can only become meaningful when, within the workplace it is realised that both the company and the rest of the workforce will benefit when a senior employee continues in work. This however requires distinct changes to customary employment policies at the company level. Productivity targets which have been taken to the extreme need to be made less demanding. It is essential that the goal of increased efficiency and productivity is supplemented with the aim of creating a healthy and secure working environment in which the strengths and the skills of workers of different ages are utilised, and where a degree of flexibility is exercised when plotting the working patterns of the individual employee.

 Flexible working patterns to suit the individual

While the world of work has been changing at an ever accelerating speed, the fact that people do not remain the same throughout their working life has tended to be overlooked. This has led to a situation where all are expected to reach the same demanding targets. However, those in their fifties and sixties are no longer able to work as speedily, or for such long hours, as those who are under thirty years of age. The older worker also need more time to learn new skills, for example IT technology, than the younger colleague, but this can be simplified by means of those teaching methods which have been designed for the more mature learner. The employee who has been in employment for a number of years is often the one who will receive the most benefit from retraining which is provided at the workplace and which is built on the employee's existing competence. Learning at the workplace, whilst working, presents therefore an appropriate channel for acquiring new skills and it should not be difficult to organise this type of training opportunity at most places of work.

Working time limits should be honoured

Suitable working time arrangements are essential for senior workers, in order that they may continue in work. Hitherto, flexible working time has usually been implemented to suit the demand for production or for the supply of services, and working time protection in general has been neglected. Some forms of flexible working time practices have been instigated in Finland, for example the system of sabbaticals whereby a permanent employee may elect to take leave from their job, for a period of up to a year, during which an unemployed temporary worker is employed in order to fill the gap. This system provides a good solution to the senior employee who needs a rest, but it also requires an understanding employer. Working time arrangements which make it easier for senior employees to continue in work may be a challenge to co-operation and the workplace organisation.

Part time retirement arrangements may help

Part time retirement is one of the proposals being promoted by the National Age Programme. This concept was originally developed in order to enable senior employees to continue in work. On the basis of the current collective agreements, which were negotiated by the social partners, the younger age limit for part time retirement was lowered to 56 years of age and this entitlement will continue until the end of the year 2002. Employers are being encouraged to arrange shorter working hours for those employees who would prefer to lighten their workload by means of part time retirement. The next few years will show whether or not part time retirement will enable a greater number of senior employees to continue their career in this way.