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.
Proactive recruitment of youngsters at New England Seafood, UK
New England Seafood is a fish processing business in Chessington on the outskirts of London. In the past it has relied for its permanent factory staff on conversion of temporary labour to permanent employees after a 12-week trial period.
“Mentoring programme” at Pfeifer & Langen Polska
The good practice example at the Polish sugar company Pfeifer & Langen is twofold:
Demography project at Unilever in Germany
Initiated by the German Unilever groups works council (Konzernbetriebsrat) of Germany in 2011, both HR management and works council agreed on a joint demography project to actively handle the impact and challenges of demographic change at the company level.
TiL – Transfer of Innovative HR Solutions in the food industry
The project TiL gives management representatives and works councils in the food industry the opportunity to develop innovative solutions to actively manage the impact of demographic change and to create working conditions matching the requirements of an ageing workforce. The project is supported by consultants and experts, the trade union NGG is active project partner.
Exchange of good practices and learning network in Belgium
The sectorial training institute IFP (Institut de Formation Professionnelle), the food industry training institute (managed jointly by the sectorial social partners), has set up a learning network of social actors and companies involved in the training of workers.