Inês Rodrigues - Academia.edu (original) (raw)

Papers by Inês Rodrigues

C hronological aging starts at birth and ends at death. Therefore, anyone in the work force (15–6... more C hronological aging starts at birth and ends at death. Therefore, anyone in the work force (15–64 years of age) can be considered an aging worker. However, the definition of an aging worker is generally based on the period when major changes occur in relevant work related functions during the course of work life. Functional capacities, mainly physical, show a declining trend after the age of 30 years, and the trend can become critical after the next 15–20 years if the physical demands of work do not decline. On the other hand, workers' perceptions of their ability to work indicate that some of them reach their peak before the age of 50 years, and five years later about 15–25% report that they have a poor ability to work, mainly those workers in physically demanding jobs but also those in some mentally demanding positions. 1 Therefore, the ages of 45 or 50 years have often been used as the base criterion for the term " aging worker ". The main reason for the " early " definition of aging among workers from the occupational health point of view is that it gives better possibilities for preventive measures. The need for early action has been emphasised by the low participation rates of workers who are aged 55 years or older and by the early exit of this age group from work life all over the world. c CHANGING DEMOGRAPHY There are several reasons for the aging of the work force, the main two being the baby boom after the second world war, and the low birth rates which began in the 1980s. In the European Union (EU), the age groups of 50–64 years and 15–24 years both comprised about 25% of the work force in 1985. By 2005, the " oldest " group will account for 27% of the work force, while the " youngest " group will account for only 18%. It has been predicted that in 2025 there will be twice as many workers aged 50 years or older as those aged 25 years or younger (fig 1) in the present 15 member states. The work force of the entire EU will attain its oldest age during the next 25 years. The predictions have been based on current mortality and birth rate tables and emigration rates. Although the major increase in the emigration rates of younger generations into the EU may decrease the diVerence between the " oldest " and " youngest " cohorts, it will not solve the problems of older workers. On the other hand, as the EU is extended, the proportion of older workers will probably increase greatly. The International Labor Organization (ILO) has estimated that by the year 2025, the proportion of individuals over the age of 55 years will be 32% in Europe, 30% in North America, 21% in Asia, and 17% in Latin America. The changing demography is a great global challenge, and it will hit the developed countries first. Although the relatively low participation rates of 50– 64 year olds in the EU labour force somewhat balances the diVerences between the younger and older generations in work life, the alarming decline of 50–54 year olds in the EU labour force indicates that the fit between aging and work is already critical and appropriate concepts and practices are needed for solutions. The participation rates of age groups 55–59 years and 60–64 years of 60% and 20%, respectively, show that the majority of the work force leaves work life before a normal retirement age; therefore, it can be concluded that the mandatory retirement age of 65 years is no longer of any importance. The demographic change, together with low participation rates, is creating a serious problem, which can be described by the age dependency ratio. The number of dependents (those aged 0– 14 years, and 65 years and over) of the working age population (15–64 years) shows that there are currently about 50 dependents for each 100 persons employed. In 2025 the ratio is expected to be 58/100 in the EU. In some countries, such as Finland, the ratio will increase to up to 66/ 100 during the next 25 years. Sweden will have a heavy age dependency ratio (> 55/100) by 2005-15, and Ireland and Austria will have the lowest ratios (< 50/100). However, the criterion of 0–14 years and 65 years and over for dependents is not the most relevant for the current situation because most adolescents 15 years and older are still in school or in some form of educational process, and most people 60 years and older are already out of work life. When using 0–19 years and 60 years and older as the criterion for dependents, a completely diVerent level of age dependency ratio can be calculated. For example, in the EU there will be more than 80 dependents for each 100 employed persons in 2005-15. Several

C hronological aging starts at birth and ends at death. Therefore, anyone in the work force (15–6... more C hronological aging starts at birth and ends at death. Therefore, anyone in the work force (15–64 years of age) can be considered an aging worker. However, the definition of an aging worker is generally based on the period when major changes occur in relevant work related functions during the course of work life. Functional capacities, mainly physical, show a declining trend after the age of 30 years, and the trend can become critical after the next 15–20 years if the physical demands of work do not decline. On the other hand, workers' perceptions of their ability to work indicate that some of them reach their peak before the age of 50 years, and five years later about 15–25% report that they have a poor ability to work, mainly those workers in physically demanding jobs but also those in some mentally demanding positions. 1 Therefore, the ages of 45 or 50 years have often been used as the base criterion for the term " aging worker ". The main reason for the " early " definition of aging among workers from the occupational health point of view is that it gives better possibilities for preventive measures. The need for early action has been emphasised by the low participation rates of workers who are aged 55 years or older and by the early exit of this age group from work life all over the world. c CHANGING DEMOGRAPHY There are several reasons for the aging of the work force, the main two being the baby boom after the second world war, and the low birth rates which began in the 1980s. In the European Union (EU), the age groups of 50–64 years and 15–24 years both comprised about 25% of the work force in 1985. By 2005, the " oldest " group will account for 27% of the work force, while the " youngest " group will account for only 18%. It has been predicted that in 2025 there will be twice as many workers aged 50 years or older as those aged 25 years or younger (fig 1) in the present 15 member states. The work force of the entire EU will attain its oldest age during the next 25 years. The predictions have been based on current mortality and birth rate tables and emigration rates. Although the major increase in the emigration rates of younger generations into the EU may decrease the diVerence between the " oldest " and " youngest " cohorts, it will not solve the problems of older workers. On the other hand, as the EU is extended, the proportion of older workers will probably increase greatly. The International Labor Organization (ILO) has estimated that by the year 2025, the proportion of individuals over the age of 55 years will be 32% in Europe, 30% in North America, 21% in Asia, and 17% in Latin America. The changing demography is a great global challenge, and it will hit the developed countries first. Although the relatively low participation rates of 50– 64 year olds in the EU labour force somewhat balances the diVerences between the younger and older generations in work life, the alarming decline of 50–54 year olds in the EU labour force indicates that the fit between aging and work is already critical and appropriate concepts and practices are needed for solutions. The participation rates of age groups 55–59 years and 60–64 years of 60% and 20%, respectively, show that the majority of the work force leaves work life before a normal retirement age; therefore, it can be concluded that the mandatory retirement age of 65 years is no longer of any importance. The demographic change, together with low participation rates, is creating a serious problem, which can be described by the age dependency ratio. The number of dependents (those aged 0– 14 years, and 65 years and over) of the working age population (15–64 years) shows that there are currently about 50 dependents for each 100 persons employed. In 2025 the ratio is expected to be 58/100 in the EU. In some countries, such as Finland, the ratio will increase to up to 66/ 100 during the next 25 years. Sweden will have a heavy age dependency ratio (> 55/100) by 2005-15, and Ireland and Austria will have the lowest ratios (< 50/100). However, the criterion of 0–14 years and 65 years and over for dependents is not the most relevant for the current situation because most adolescents 15 years and older are still in school or in some form of educational process, and most people 60 years and older are already out of work life. When using 0–19 years and 60 years and older as the criterion for dependents, a completely diVerent level of age dependency ratio can be calculated. For example, in the EU there will be more than 80 dependents for each 100 employed persons in 2005-15. Several