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Preface

Acknowledgements

Executive summary

Section 1: Demographic change in the electricity sector: making the case for age diversity

• Section 1: Demographic change in the electricity sector: making the case for age diversity

1.1 Introduction to the Toolkit

1.2 The challenge of demographic ageing in the electricity industry

• 1.2.1 Introduction
• 1.2.2 Age diversity and anti-discrimination
• 1.2.3 Evidence from electricity companies
• 1.2.4 Identifying the challenges
• 1.2.5  The need for age management policies

1.3 Demographic change in Europe

• 1.3.1 Data on demographic change in Europe
• 1.3.2 European Union policy measures on employment and demographic ageing

1.4 Introduction to age management

• 1.4.1 Defining age management
• 1.4.2 The business benefits for companies taking a pro-active approach to age management
• 1.4.3 Enhancing work ability and job quality over the life-cycle: European perspectives

1.5 Managing an ageing workforce: developing a strategic and comprehensive approach in the electricity industry

• 1.5.1 Introduction
• 1.5.2 The benefits to companies of taking a strategic and comprehensive approach
• 1.5.3 The different elements of good practice in age management

Section 2: Age management tools

2.1 Recruiting and retaining older workers

• 2.1.1. Recruitment of older workers and age friendly recruitment practices
• 2.1.2 Lifelong learning, training and developing the skills of older workers
• 2.1.3 Career development of older workers
• 2.1.4 Job rotation and redeployment of older workers
• 2.1.5 Knowledge management and the transfer of knowledge
• 2.1.6 Planning for the correct skills mix
• 2.1.7 Managing and promoting age diversity

2.2 Health and well-being of older workers

• 2.2.1 The management of health and well-being in the workplace
• 2.2.2 Workplace design as an aspect of occupational health

2.3 Flexible working time and work-life balance

• 2.3.1 Older workers and flexible working time
• 2.3.2 The role of the social partners
• 2.3.3 Developing a company work-life balance policy

2.4 Age management tools: measures to recruit and retain younger workers

• 2.4.1 Attracting and recruiting new talent
• 2.4.2 Creating a workplace of the future and making the workplace attractive for younger workers

2.5 Exit and retirement policies: preparing older workers for retirement

• 2.5.1 Preparing for retirement
• 2.5.2 Flexible forms of transition and retirement

2.6 The role of the social partners and the social dialogue

• 2.6.1 The role of the social partners in age management
• 2.6.2 Examples of innovative agreements

2.7 Age management tools: ten point plan for successful age management in the electricity sector

Bibliography and sources of further information

Footnotes