Good practice and tools
# 28 fi

Priority I-III

Priority II: managing an ageing workforce

Type of initiative

Level of implementation

Partners

Nordic Sugar

Launch of initiative

Ongoing

References

http://www.nordicsugar.com/about-nordic-sugar/focus-on-personal-and-professional-development/
FoodDrinkEurope EFFAT
Back to the homepage

Age Management Initiative at Nordic Sugar in Finland

In 2013/2014 the Porkkala sugar refinery, Finland (a subsidiary of Nordzucker/Nordic Sugar) started a dedicated programme for personnel aged 58 or more.

The +58 programme includes the following components:

The +58 programme includes the following components:

  • Training to motivate the personnel to maintain and improve their professional skills as retirement age is getting closer.
  • A yearly health discussion with the personnel‘s superior and a health care and physical condition testing in occupational health care (this in addition to normal occupational health care that is organized for all staff).
  • Improved facilities, more campaigns and actions to encourage personnel to improve their physical condition. Yearly plans.
  • Improved co-operation with occupational health care service provider and pension insurance company to lower the sickness rate. Special attention and actions taken towards the ageing personnel and individuals with reduced ability to work. Yearly plans and focus areas decided together based on the assessment of reasons of major sickness absences.
  • Special guidelines developed in order to help individuals to return to work more efficiently or permanently from long term sick leave and prevent unnecessary early retirements.

 

Objective

  • Employment and skills development –measures that encourage employment, education and training of older people specifically, among other vulnerable groups and as a part of the life cycle approach to age management.
  • Health and work environment improvement –measures that aim at adjusting workplaces and tasks to the physical and mental capacities of older workers, as well as initiatives for the general improvement of the working environment, easing mental and physical load throughout working life and promoting health more widely in the workplace;
  • Changing attitudes – initiatives aiming at raising awareness about demographic change, as well as measures designed to fight stereotypes and discrimination against older workers.

 

Outcome and achievements

Lower sickness rate, increased work motivation, recruitment planning