SHS Web of Conferences (Jan 2020)
Cross-national analysis of the older workers’ employment rate
Abstract
The share of older people in population structure is constantly rising in developed countries. This leads to a decrease of working age population. Labor market situation of Eastern European countries is aggravated by labor force migration. An effective response to challenges of ageing is productive ageing policy aimed at attracting older workers to labor market. The countries with remarkable success in older workers’ employment are defined in the article. Research method – analysis of extreme values repeatability (5 leading countries and 5 outsider ones) of the statistical sample. An object of the study – is replenishment of human resources at the national labor market. Subject of the study is involving older workers to national labor market. There are three stages of the study. The first stage is ranking the countries according to the older workers’ capability to implement their professional qualities at the labor market on a global scale. Capability domain of Global Age Watch Index is chosen as a criterion for ranking. Relative stability (the composition of countries) and relative volatility (annual change of country indicators’ value) are the features of the leaders’ group. The main feature of the outsider’s group is absence of the state policy towards older workers’ employment. The second stage of the study is ranking OECD countries by older workers’ employment rate. PWC Golden Age Index. Is chosen as a criterion of ranking The values of the criterion is a result of the common policy in the framework of intergovernmental agreements. The proof is positive dynamics of the criterion in both groups. The third stage of study is ranking European countries by duration of the working life. State policy of productive ageing is directed towards prolongation of working life. So, direction of seniority duration characterizes policy effectiveness. Extreme values of seniority demonstrate mutual loyalty of the employers and employees. The decrease in the highest values of seniority and the suspension of their pace of dynamics suggests the existence of an upper limit of seniority. The growth rate of low values of seniority is increasing, which proves the mobility of the bottom line.
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