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Inclusive Human Resources Management Practices for Older Workers

The aging of both the population and the workforce is a global issue that has created concern about labour and skill shortages. In Europe, if nothing is done, there could be only one person employed for every retiree by 2050; at the same time the labour market could shrink by nearly 15%. This might come with heavy costs to companies’ competitiveness, to the viability of the social security systems and to the social cohesion of our communities, as the older generationis the group more vulnerable to poverty.

One way to address this problem is to encourage Older Workers to continue to participate in the workforce for a longer period of time. Previous research has clearly shown that older workers can be active members of society and that they can contribute decisively to organisations’ competitiveness and development. 

One of the most pressing challenges for Human Resource Managers will be to find effective strategies for encouraging Older Workers to remain engaged, active and productive members of the workforce. 
Human Resource managers are in a key position to help organisation’s deal with the challenges of an ageing workforce. One solution lies in developing tools for Human Resource managers  to proactively deal with the new and future needs of the organisations and to prevent skills and workforce shortages. 
The main aim of the iHRM project is to contribute to a more supportive and inclusive work environment in the European Union.