Contact

Lead Partner

Wirtschaftsakademie
Schleswig-Holstein
www.wak-sh.de

Hartwig Wagemester
hartwig.wagemester@wak-sh.de
+49 431 / 3016 – 138

Project Management and Communication

REM • Consult
www.rem-consult.eu

Hauke Siemen
bestagers@rem-consult.eu
+49 (0)40 657 903 78

 

Lead Partner

Wirtschaftsakademie
Schleswig-Holstein
www.wak-sh.de

Hartwig Wagemester
hartwig.wagemester@wak-sh.de
+49 431 / 3016 – 138

Project Management and Communication

REM • Consult
www.rem-consult.eu

Hauke Siemen
bestagers@rem-consult.eu
+49 (0)40 657 903 78

 

The Partnership

8 Countries

  • Denmark
  • Estonia
  • Germany
  • Great Britain
  • Latvia
  • Lithuania
  • Poland
  • Sweden

8 Countries

  • Denmark
  • Estonia
  • Germany
  • Great Britain
  • Latvia
  • Lithuania
  • Poland
  • Sweden
Newsletter

Twice a year a newsletter concerning project activities is published. Read the newsletters.

Sign up if you want Best Agers newsletter directly in your mailbox.

Please click here to sign up.

Twice a year a newsletter concerning project activities is published. Read the newsletters.

Sign up if you want Best Agers newsletter directly in your mailbox.

Please click here to sign up.

A 17 POINT PROGRAMME FOR SUSTAINED EMPLOYABILITY OF BEST AGERS

For Best Agers themselves

  • Look for employers who have a good record with respect to work environment, competence devel¬opment programmes, and a posi¬tive attitude to older employees.
  • Take advantage of offers to join competence development pro¬grammes.
  • Avoid as far as possible repetitive work, shift work, and physically strenuous work tasks. Listen to your own body.
  • Try to establish a good relationship with your supervisors, so that they engage in your work and are aware of your accomplishments.
  • Engage in your trade union and try to interest them to open dis¬cussions with the employer how to further principles of Age Manage¬ment in the workplace.
  • Engage in physical training in free time.
  • Develop a CV that reflects the full range of knowledge that you pos¬sess, not only listing exams and jobs.
    For employers
  • Develop the work environment so as to make sure that all employees are given work tasks that comply with their capacity, taking into account individual characteristics such as age and sex.
  • Implement principles of Age Man¬agement in the work organization, in consultation with the trade unions.
  • Develop work career plans for all employees, involving competence development programmes.
  • Develop mentoring programs where older employees can use time for knowledge transfer to younger ones.
  • Develop stepwise and flexible pen¬sion options in order to retain some older employees and their knowledge for a longer time, rather than applying strict compulsory re¬tirement based on age alone.
  • Work with the organization, in particular middle management, in order to develop a positive atti¬tude towards older employees. This means recognizing the competence of older employees and communi¬cating that they are often able to achieve at least as good results as younger workmates, if they are giv¬en adequate working conditions.
    At the society level
  • Revoke all sorts of age discrimina¬tion in laws and regulations.
  • Build safeguards against age dis¬crimination in the operation of governmental agencies having an impact on ageing and work.
  • Implement an ombudsman func¬tion for appeals from people who consider themselves victims of age discrimination.
  • Be trendsetters. Involve older peo¬ple in parliamentary work and oth¬er visible governmental operations.

You can read more about Labour Market and Employment here.

For Further Information
Please contakt
Roland Kadafors, Ph.D
roland.kadefors@av.gu.se
 

For Best Agers themselves

  • Look for employers who have a good record with respect to work environment, competence devel¬opment programmes, and a posi¬tive attitude to older employees.
  • Take advantage of offers to join competence development pro¬grammes.
  • Avoid as far as possible repetitive work, shift work, and physically strenuous work tasks. Listen to your own body.
  • Try to establish a good relationship with your supervisors, so that they engage in your work and are aware of your accomplishments.
  • Engage in your trade union and try to interest them to open dis¬cussions with the employer how to further principles of Age Manage¬ment in the workplace.
  • Engage in physical training in free time.
  • Develop a CV that reflects the full range of knowledge that you pos¬sess, not only listing exams and jobs.
    For employers
  • Develop the work environment so as to make sure that all employees are given work tasks that comply with their capacity, taking into account individual characteristics such as age and sex.
  • Implement principles of Age Man¬agement in the work organization, in consultation with the trade unions.
  • Develop work career plans for all employees, involving competence development programmes.
  • Develop mentoring programs where older employees can use time for knowledge transfer to younger ones.
  • Develop stepwise and flexible pen¬sion options in order to retain some older employees and their knowledge for a longer time, rather than applying strict compulsory re¬tirement based on age alone.
  • Work with the organization, in particular middle management, in order to develop a positive atti¬tude towards older employees. This means recognizing the competence of older employees and communi¬cating that they are often able to achieve at least as good results as younger workmates, if they are giv¬en adequate working conditions.
    At the society level
  • Revoke all sorts of age discrimina¬tion in laws and regulations.
  • Build safeguards against age dis¬crimination in the operation of governmental agencies having an impact on ageing and work.
  • Implement an ombudsman func¬tion for appeals from people who consider themselves victims of age discrimination.
  • Be trendsetters. Involve older peo¬ple in parliamentary work and oth¬er visible governmental operations.

You can read more about Labour Market and Employment here.

For Further Information
Please contakt
Roland Kadafors, Ph.D
roland.kadefors@av.gu.se
 

Project Activities

Watch the "Best Agers" documentary film!

The film "Best Agers - Meeting Demographic Change" portraits four persons from four countries at the crossroads between working life and retirement. Watch the four episodes and see how exciting and full of important decisions life can be even when you think you have seen it all!

All Activities

Click here

Watch the "Best Agers" documentary film!

The film "Best Agers - Meeting Demographic Change" portraits four persons from four countries at the crossroads between working life and retirement. Watch the four episodes and see how exciting and full of important decisions life can be even when you think you have seen it all!

All Activities

Click here

"The nineteen Best Agers partners work towards a cross-generational innovation environment in the Baltic Sea Region"

"Best Agers are well-educated, motivated and healthier than ever and can be mobilized to counteract brain drain and the loss of human capital in the Baltic Sea Region"

"Best Agers defy the consequences of demographic change: Cities and regions of the Baltic Sea Region find creative ways of disclosing and utilizing the unused potentials of the age group 55+"

"Best Agers are a valuable resources for the Baltic Sea Region: They possess valuable experience, know-how and skills which we cannot afford to neglect"

"Innovation is not an exclusive domain of young people - we support Best Agers’ entrepreneurship in the Baltic Sea Region"