Active Ageing in employment

The European Social Fund and the Ministry of Labor in Luxembourg have selected the NoAgeSite project for its proposal to introduce a dashboard to promote age diversity in companies. Such a dashboard will help HRM to follow the career of older workers and make them aware of the necessity to give older applicants a chance to reenter the labor market as well, since statistics and studies all around the world have shown that older jobless have less chance to find a job again.

For more information, please contact Marie Therese von Rohr-Truong at

ReACT (Respect A Caregiver’s Time)

ReACT (Respect A Caregiver’s Time) is a coalition of employers which aims at addressing the challenges faced by employee caregivers and the companies that employ them. In particular, the network focuses on careers forwith age-related chronic conditions and reducing the impact on the companies that employ them. A lot of important companies joined the coalition (e.g. Pfizer, Johnson &Johnson and Gallop).

ReACT seeks to create a working environment where the needs of caregivers for people with chronic illness are taken into account. This makes caregivers feel supported. It also gives them the resources to better meet their personal and professional responsibilities.

« Générations & Talents »: the intergenerational programme of Alcatel-Lucent and APEC (a French recruitment agency)

Alcatel-Lucent launched the programme « Générations & Talents» which seeks to promote an intergenerational culture at work by mobilising the potential of all workers and helping them to develop
their skills and professional paths. This programme applies to all 15 company branches in France. It revolves around skills development and knowledge sharing.

1 – Mid-career assessment: an interview is provided for workers aged 45 and over who wish to refl ect and prepare the next steps in their career while benefiting from the assistance of a mentor from the APEC team.
2 – Mentoring: a mentoring programme has been set up to help mobilise all the skills that a worker has. This will facilitate knowledge sharing and best practices among workers. Workers who wish to participate in this programme benefi t from the support of trained mentors.

For more details, please see the following link:!ut/p/kcxml/04_Sj9SPykssy0xPLMnMz0vM0Y_QjzKLd4w3MfQFSYGYRq6m-pEoYgbxjgiRIH1vfV-P_NxU_QD9gtzQiHJHR0UAAD_zXg!!/delta/base64xml/L0lJayEvUUd3QndJQSEvNElVRkNBISEvNl9BX0U4QS9mcl93dw!!?LMSG_CABINET=Docs_and_Resource_Ctr&LMSG_CONTENT_FILE=News_Releases_2011/News_Article_002369.xml

“50plussanté” project

The “50plussanté” project in Switzerland is a regional initiative supported by the Swiss health promotion institute (Health Promotion Switzerland). The project consists of 12 projects which seek to improve
the health and wellbeing of the 50+ and improve their employability. The project acknowledges the importance of good heath in determining social participation and seeks to intervene in three areas: public policy, the working environment and the development of individual capacities. It focuses on disadvantaged groups and those with lower socio-economic status.

For more information on this project, please see the links below: and

GDF SUEZ initiatives
In December 2009, GDF SUEZ, a French-based multinational corporation, signed a General Agreement on Senior Workers (soon to be transposed to other European countries) on the implementation of tutorship practices throughout the company’s affi liates, compulsory mid-term evaluations for workers aged 45 (whatever their hierarchical position) and the development of volunteering activities for older workers (within and outside the Group). The results of the annual evaluation of the agreement are made public and corrective measures are implemented. A global communication campaign has been set up to help all managers and human resource contributors to be aware of the kind of initiatives they can introduce in their company.

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