Demographic Change

Demographic change is resulting in ageing workforces. Within this context, the Federal Institute for Occupational Safety and Health (BAuA) develops and communicates preventive measures and concepts in order to maintain workers’ health and capacity to work over their entire working life.

Among the entire labour force potential, the average age of employees rises in the medium and long term. Over the past years, companies and society have successfully challenged the ageing of the work force and succeeded in improving the employment opportunities for older workers. The employment rate of people aged between 55 and 64 increased from 46% in 2005 to 66% in 2014. In recent years, labour force participation has increased more strongly among those aged 55 to 64 than in any other age group. Moreover, in the group aged 60 to 64, the employment rate has almost doubled over the last ten years from 28% (2005) to 53% (2014).

In terms of the employment of older workers, Germany is currently in second place in the EU - only in Sweden more older workers are in gainful employment. However, despite these undoubted successes, the employment rate for older workers in Germany remains considerably below that of the 15–64 age group as a whole, which stands at 74%.

Aiming for a long period of gainful employment

With this in mind, the aim remains to improve the conditions for a longer working life for as many man and women as possible. At the same time, the question of how to deal with older workers and ageing workforces, where the keywords are recognition and appreciation, is by no means the only issue. Rather, it is also important to address the preventive design of working conditions in order to maintain not only the health but also the working capacity of all workers throughout their entire working life.

Gainful employment as a health-determining factor

At the same time, it must also be taken into account that participation in gainful employment is a resource that affects an individual's health. In this respect, it is not enough to discuss work solely from the perspective of workload and requirements.

Socio-demographic aspects

Within the context of demographic change, BAuA's considerations are not restricted to the ageing of the potential labour force. They also take account of other socio-demographic aspects of the population structure, addressing not only age but also other significant characteristics. These include, for example, gender or migrant background (cultural identity and language skills). The increasing diversity in the labour market offers great opportunities on the one hand, but presents new challenges for companies on the other.

A broader prevention culture

Maintaining and promoting an individual's capacity to work and employability throughout their working life is the decisive strategy for healthy ageing in the workplace. The gradual raising of the statutory retirement age and the aim to close the gap between the actual and statutory retirement ages create a need for measures that are both age- and ageing-appropriate. In particular, the significant variance between occupational groups with respect to health-related early retirement necessitates flexible working models, less strenuous procedures and a new work culture. Within this strategy, one key element is the realisation of a broader culture of prevention in workplaces.

BAuA field of action "Demographic Change"

BAuA adresses the topic of "Demographic Change" in a variety of ways: the results produced by research are used in policy advice and are translated into guidance for workplace practice in order to support safe and healthy workplaces by providing up-to-date knowledge. Research focuses on analysing and assessing the impact of workload and work demands. This forms a basis for analysing the opportunities and risks that gainful employment presents for health, as well as for physical and cognitive performance.

In addition to research, support is also provided to programmes and initiatives that develop practical instruments and trial these directly in the workplace setting. These efforts are focused by the Initiative New Quality of Work (INQA) and its various networks.

Links

INQA Kompetenz gewinnt. Wie wir Arbeits-, Wettbewerbs- und Veränderungsfähigkeit fördern können

INQA Mit Prävention die Zukunft gewinnen. Strategien für eine demografiefeste Arbeitswelt

INQA Demographischer Wandel und Beschäftigung - Plädoyer für neue Unternehmensstrategien

BMAS Erhalt der Beschäftigungsfähigkeit - Arbeitsmedizinische Empfehlung

BMAS 2. Fortschrittsreport "Altersgerechte Arbeitswelt"

Gesunde Arbeitsplätze - für jedes Alter. Kampagne der EU-OSHA 2016-17

Demografiestrategie der Bundesregierung

BMAS Aufbruch in die altersgerechte Arbeitswelt

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Find out about scientific and recent developments surrounding the topic of demographic change.

Research Projects

Project numberF 2533 StatusOngoing Project Later Life Workplace Index: Evaluation of application in organizations and further development

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Research ongoing

Project numberF 2531 StatusOngoing Project Working time, age and retirement: Heterogeneity characteristics and temporal effects

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Research ongoing

Project numberF 2295 StatusCompleted Project Work, Age and Health

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Research completed

Project numberF 2372 StatusCompleted Project Learning-relevant characteristics of work design in the service-sector: The role of leadership

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Research completed

Project numberF 2357 StatusCompleted Project Understanding employment participation of older workers: Past, present and future changes - Joint programming initiative "More Years Better Lives" - Fast Track Activity

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Research completed

Project numberF 2378 StatusCompleted Project Website for a work-related monitoring system in the light of demographic change

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Research completed

Publications

Search results

Exploring the working conditions of disabled employees: a scoping review

Article 2024

Purpose: Disabled people are often overlooked in considerations about work design, which contributes to their exclusion from the …

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Worlds Apart: Does Perceptual Congruence Between Leaders and Older Employees Regarding Age-Friendly Organizational Climate, Management, and Work Design Matter?

Article 2024

Research on the effectiveness of age-friendly organizational practices tends to focus on older employees' perceptions of these. …

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A conceptual cross-disciplinary model of organizational practices for older workers: multilevel antecedents and outcomes

Article 2023

Due to population aging and its implications for organizations and societies, organizational practices for older workers (OPOWs) …

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A systematic analysis of biological, sociodemographic, psychosocial, and lifestyle factors contributing to work ability across the working lifespan: a cross-sectional study

Article 2023

The complete article "A systematic analysis of biological, sociodemographic, psychosocial, and lifestyle factors contributing to …

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Always on Call: Is There an Age Advantage in Dealing with Availability and Response Expectations?

Article 2023

This research challenges the technology-related age stereotype that older employees might be disadvantaged in dealing with …

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Health and the intention to retire: exploring the moderating effects of human resources practices

Article 2023

The complete article can be purchased at the website of the "The International Journal of Human Resource Management" (2023):

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Interaction-related stressors and resources - development of a taxonomy to design interactive work in a humane and health-promoting way

Article 2023

Although various studies deal with the special demands of interactive work, these have only rarely been examined from an …

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Interaction-related stressors and resources of groundwork

Article 2023

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Interactive Work - Consideration of Specific Psychosocial Factors in Workplace Risk Assessments

Article 2023

The complete article can be purchased in German at the website of the Journal "Arbeitsmedizin, Sozialmedizin, Umweltmedizin", …

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Later Life Workplace Index: Validation of an English Version

Article 2023

Research on measures for organizational practices targeted toward older employees has grown during the past decade. However, …

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