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We have a collection of projects dealing with the topic "Healthy Ageing". Here are some of them. The selection is in random order and may not show all examples we have (we are constantly working on new examples), so feel free to browse our TOOLBOX or GOOD PRACTICE area for more information.

Healthy Ageing (Sweden)
Healthy Ageing is a project co-funded by the European Commission. The aim of the project is to promote healthy ageing in later life stages (50+). Healthy Ageing is the process of optimising equal opportunities for health to enable older people to take an active part in society. ”Based on data, best practice and policies, the project has developed recommendations for health in later life.
This example can be found in detail in our GOOD PRACTICE area

Best Agers (Denmark, Estonia, Germany, Great Britain, Latvia, Lithuania, Poland, Sweden)
Nineteen partner institutions from eight countries around the Baltic Sea launched this project: Denmark, Estonia, Germany, Great Britain, Latvia, Lithuania, Poland and Sweden.
With demographic change - recently defined as one of the four key challenges for European regions by the EC - and the current economic crisis looming, the cities and regions of the BSR have to find creative ways of disclosing and utilizing unused opportunities.
One of these hidden potentials are people in the prime of their lives – the so called “Best Agers” (defined in the project as people aged 55 and older). As previous projects have shown, the population of the Baltic Sea Region will rapidly become older and the 55+ age groups will experience large growth rates in the near future. The result will be a pool of older professionals who are healthier than ever, well-educated and motivated and who can be mobilised to counteract the negative effects of demographic change –shrinking regional workforces and the socalled "brain drain". The project will survey successful approaches and goodpractice examples, develop them further and transfer them to the partner regions with low-key Best Ager involvement.

European Voices for Active Ageing (EVAA) (Europe)
The European Voices for Active Ageing (EVAA) project was envisioned to foster a sense of community and promote pan-European thinking about active ageing through a series of six participatory dialogues held by and for older adults. In cooperation with its EVAA partners, the European Voices for Active Ageing project created a forum for intercultural and participatory dialogues for these adults aged 50+ to 95. The dialogues fostered a new culture of conversation and empowered the participants to discover their creative and innovative spirit. This approach and dialogue format enabled individuals to exchange their views and discover new approaches to addressing the key issues of active ageing.
This example can be found in detail in our GOOD PRACTICE area

legesa – lifelong healthy working (Germany)
Project description
This project was supposed to develop operational prevention concepts to make it easier to work with an aging workforce or with an age-centered, mixed-age workforce. The aim was to reach a high efficiency up to 65 or 67 years of age to stay healthy up to the retirement leave.
This example can be found in detail in our GOOD PRACTICE area

Healthy Ageing (Europe)
Ageing is not necessarily a burden, and it does not necessarily decrease a person's ability to contribute to society: older people can make valuable and important contributions to society, and enjoy a high quality of life. By showcasing practical examples of health promotion interventions, identifying initiatives in the European Union, and making available key resources about healthy ageing, is supposed to build awareness of the steps required to make healthy ageing a reality.

Active Aging (Canada)
Active aging is about more than physical activity. Active aging also means being involved in your community and making healthy lifestyle choices.
Staying active as you age can help you be healthier, happier, and more independent.
The decisions we make every day affect how we age. Only about 30 per cent of the way you age can be explained by biology and genetics. You can do many things to avoid illness, disability, and loss of independence as you grow older. The following pages can help you make lifestyle choices for a longer, healthier life, and reduce your risk of chronic disease and disability.

Fifti - New Professional Dynamics after 45 (France)
Co-funded by the Europe Social Fund, FIFTI is an online system in French providing a number of tools to help optimize people's careers after the age of 45. It provides specific information, guidance and support to both employers and workers aged 45+ on a range of topics: skills; training; well-being; preparing for retirement; motivation; workplace risks; and dialogue between employers and employees.
The ongoing project aims to help people anticipate ageing in the workplace, challenging fears and negative preconceptions, and opening the way for new solutions and approaches to the continued employment of older workers.

The Kestrel (Knowledge, Experience, Skills, Training, Respect, Empowerment, Lifelong learning) project supported unemployed people over 50 in efforts to increase their employability by providing opportunities to develop new learning and skills. The project aimed to create sustainable life changes for disadvantaged or vulnerable older people that had been excluded from the labour market.
It was a three year project (2010-2013) in Northern Ireland.

Napo in …. back to a healthy future (Europe)
Website and Video
European workers are ageing. By 2030, workers aged over 55 are expected to make up 30% or more of the total workforce in many EU countries. This creates challenges for employees, employers and businesses. “Napo in… back to a healthy future” sees our well-known hero become a time traveller in his quest to discover the key ingredients for sustainable working lives. Stories depict the necessity of managing risks from the first to the last day of work; the importance of rehabilitation and return-to-work policies and of tackling age discrimination whenever it appears. The film is designed to illustrate some of the issues, to promote discussion and to lead to healthier and more productive workplaces as they address the challenges of an ageing workforce.

A Suffolk County Council led consortium - including partners from Spain, Denmark, Germany and Italy - has been awarded from the EU's PROGRESS Programme to improve understanding of how best to help 45 - 65 year older people maintain their good health. The PROGRESS 2WARDS HEALTHY AGEING IN EUROPE project will involve universities, public authorities & health services from across Suffolk working with international partners to develop and uncover innovative approaches to healthy ageing.

Research Platform Active Ageing (Austria)
At the University of Vienna, a unique Research Platform has been established between the Faculty of Life Sciences and the Center of Sport Science and University Sports, in order to focus on research on ageing and lifestyle activities at cellular and molecular levels, which should also include educational training of graduate students embedded in a multidisciplinary research cluster.
The Active Ageing platform comprises of six partners from the University of Vienna and many national and international associated co-operational partners. The partners combine scientific expertise in nutritional sciences, molecular nutrition, molecular biology, sports sciences, medicine, physiology, anatomy and methodological plurality ranging from basic cell culture techniques to clinical research studies with high-throughput data collection (microarray, proteomics, DNA damage). Furthermore the co-operations will enable the team to translate pure science to the public, since the Kuratorium Wiener Pensionistenwohnhäuser (KWP) as cooperation partner and largest institution in Vienna hosts approx. 10.000 elderly in their houses.

The Experience Generation. Opportunities for 50 Plus (Germany)
The target group of the "Experience Generation. Opportunities for 50 Plus" project is employees aged over 50 and above and it has a threefold aim, namely to improve the living and working conditions of these citizens, to encourage them to participate in voluntary work, to ensure that companies are in a better position to face future challenges.
In the framework of the project 'senior citizens' bureaus' have been established all around Germany which provide advice, organize workshops and information events in order to approach SMEs', public authorities and institutions and raise their attention to the challenge of demographic change and offer assistance to them in dealing with this issue.

Women 50+ (Czech Republic)
Activities of Association Ženy 50 (Women 50+) are focused on promoting equal opportunities and elimination of gender stereotypes. The target group are women over 50 years and older; however it is open for all. This age group may encounter discrimination because of age and gender in the labour market but also in other areas of life.
The aim of the association is to break down gender stereotypes, change the view of older women in society and media and encourage women to active approach to life. Association helps and support women over 50 that are at risk of social exclusion, and/or living in socially disadvantaged environment and contributes to better employability of target groups.

YOS (Young and Old in School) (Germany)
Project description (Download PDF file)
The August-Claas- School (Secondary School) in Harsewinkel (Germany, North Rhine-Westphalia) shows the potential of an intergenerational approach. Participants: 10 pensioners, 30 pupils (age 15 to 17 years), 4 teachers. Pensioners were directly approached and asked, if they wanted to take part. The recruiting was carried out in two steps: first former workers of the Claas Company, manufacturer of agricultural machinery, were approached. Then well-known former tradesmen in town were asked. Communication and organization between pensioners and teachers were early prepared.
Activities/ events: Bench construction, cottage construction, bicycle repairing, supply of the own retail shop, pew construction, brazier construction, mobile photovoltaic trailer, playground equipment.

Thales France: Comprehensive approach (France)
Thales website
Various factors contribute to Thales policy towards older workers: ageing of the company’s workforce, especially resulting from the end of early retirement schemes; necessity to take into account shifts in the company’s available jobs, considering changes in technologies used and work organisation; knowledge transfer, which is essential for a company offering highly technical products and services.
All these factors have led to the forming and implementing of measures aimed at maintaining workers in employment longer by fostering occupational mobility, career development and skills transfer. Since 2001, Thales policy has progressively gone from an approach targeting older workers (i.e., those aged 50 years and over) to an approach addressed to all employees.

LIFE Program (Austria)
Company website
Project by voestalpine AG. Special measures have been developed by expert groups (employees, employee representatives and external consultants):
Flexible working hours to reconcile work and family; Life stage-related workplace design to make best use of resources at any age; Equal opportunities to secure the productive joint work between the sexes and generations; Safety and health prevention to maintain working ablilities into older working age; Culture, leadership, development activities to maintain the capacity for innovation, lifelong learning, knowledge sharing; Good integration of new employees. The implementation of LIFE is made all over the company and has been adjusted by a special coordinating team.

Länsilinjat Oy Finland: flexible working practices, redeployment, training and development (Finland)
Company website
Länsilinjat Oy is a privately owned bus company, which was founded in 1939 when five bus companies merged. The high average age of the workers in Länsilinjat Oy was a particular concern of company. In 1999, Länsilinjat Oy took part in a programme on ageing workers, established by the Council of State of Finland. One part of the programme was targeted at supporting organisations to develop comprehensively, particularly in relation to the work ability of its ageing workers.
Based on this programme, the company introduced a range of measures from 1999 to 2002. These measures included: information about a healthy lifestyle; rehabilitation courses; part-time pension arrangements; occupational rehabilitation; occupational health care services; education about emergency situations; development of drivers’ professional skills and know-how; education to prepare drivers for the professional drivers’ examination; apprenticeship-based professional examination for maintenance workers; a godparent driver system for new drivers; regular meetings for drivers in small groups; more flexible working time arrangements; the development of meeting practices and interaction.

InterGenerationes (Germany)
Project description
InterGenerationes is a pilot project which aims to open up the sector of international youth work to intergenerational learning and to enable an exchange between the two fields of international youth work and senior citizen work. Therefore a broad alliance of non-governmental organisations and foundations, from six European countries, from "international youth work", "senior citizen work" and "adult education" sectors have joined in cooperation.
The main project activities are an international conference to open up international youth work to intergenerational learning (25.-27.02.2011), an Europe-wide PR-campaign (April – June 2011) and a trilateral German-French-Polish multigenerational meeting (14.-20.05.2011).

Hazenberg Bouw BV programme 55+ (The Netherlands)
Company website
Hazenberg Bouw, one of about 120 construction companies that make up TBI Holding, is situated in Vught, a small town in the south of the Netherlands. Older workers are usually spared physically demanding work by means of flexible working patterns, job design, and health and well-being measures. The company views older workers as being less productive with respect to physically demanding tasks, but as being important contributors to work quality through their greater experience.
Hazenberg Bouw BV developed two training and development initiatives for older workers: a job design and a health and well-being programme. Jobs were designed to match the physical capabilities of older workers: for example, older workers were assigned tasks such as foreman responsibilities, tutoring of younger workers, and slower-paced tasks. The foreman and tutoring jobs were less physically demanding, and they also facilitated the transfer of work experience.

DC NOISE (Netherlands, Norway, Germany, Belgium, Scotland)
Project description (in German)
The central aim of the project is to ensure that the North Sea Region is ready to cope with her new demographic future. That means both dealing with the negative effects of demographic change and at the same time taking advantage of the opportunities offered by this process. DC NOISE is an Interreg IVB North Sea Region project. 9 regions from 5 countries in Europe work together to deal with the consequences of demographic change. The project runs from June 2008 until June 2011.

Picnic-basket for the prevention of stress attacks (Germany)
The picnic-basket is a micro-site with different interactive offers on: coping with stress; managing and cooperation; communication; qualification and emotional competence. The following offers are made to these topics: online-tests on stress short films from everyday working life, which can be commented on Listening-potpourri „The emotional parachute“ on the topic of emotional competence in the hospitality industry Poster, brochure and articles.
This example can be found in detail in our GOOD PRACTICE area

Age based work structure and health promotion at Rowenta factory GmbH (Germany)
Company website
With this project it was possible to improve the personal health behaviour of the employees, especially older workers. The working conditions became more healthy and there is a demonstrable improvement of the work climate and therewith the motivation of the employees.

3rd Career Revitalisation (Czech Republic)
Web site
This programme, developed by EXPERTIS, Prague, is supposed to help elder employees to deal with changes in their life and work environment. This programme has two target groups. Firstly personnel managers and directors are offered an advisory service on how to develop changes in the corporate process which are geared to the 50+, furthermore employees 50+ of the middle management receive a revitalization course.
This example can be found in detail in our GOOD PRACTICE area

LIFETIME (Austria)
To be prepared to face the problems associated with the demographic change, the First Bank in Austria launched the program LIFETIME. LIFETIME aimed to create age-appropriate working and development conditions for all employees in order to secure long term job satisfaction and motivation. Erste Bank and Sparkassen are among the largest banks in Austria. By demographic change, the company is affected in two ways. Firstly, in 2014 three quarters of the employees could have a be over 40 years old, which could have negative effects to the productivity of the company without changing personnel policies. Secondly, the clientele is aging as a whole - and thus potentially alter the structure of demand.

Work- and health safety as contribution for accomplishment of the demographic change (Germany)
This project was a contribution for accomplishment of the demographic changes. Because of the sanitary impact it was difficult for employees to work till pension. Furthermore the shortage of young people was noticeable. To assure the sustainability of the business, the division service was changed exemplary. 2003 Best-Practice-Award of the Initiative Healthier Working in North Rhine-Westphalia.

ADD LIFE (Austria)
ADDing quality to LIFE through inter-generational learning via universities.
The project was supposed to give learners in five countries the opportunity to participate in the piloting of the modules and to become promoters and facilitators/mentors for the participation of other people. The provision of lifelong learning for younger and older people and the organisational structures necessary for this type of provision in universities were improved. The dissemination activities provided case studies and evaluative reports that enabled other universities to valorise the results. Dissemination and valorisation were maximised through the associate partners.

REWE strategy of sustainability (Germany)
Workplace health promotion is an important element of corporate social policy: it helps employees, for their own health to take action to improve working conditions and thus provides more motivation in the company.
According to the REWE Group, the corporate health promotion is an important part of the corporate philosophy of sustainability. Healthy working conditions and promoting healthy behavior of the employees are the focus here, to assert itself as a sustainable healthy and strong competitive company in the market.
Further education and family-friendly corporate policies help the REWE group to face the challenges of the demographic change.

From roof down to bureau (Germany)
Project by INQA to allow roofers of higher age to do more work in planning and customer care in the office until pension.

To learn more, go to our TOOLBOX and type in the title of the example, go to the GOOD PRACTICE area (if the example is presented there) or follow the link to the project web site.