Age-related management as a change process to develop equal opportunities in organizations. A focus on the Belgian situation.

Abstract

Traditionally, age-related management is orientated towards the ‘older’ employees in the organisation. Initiatives and measures are taken to keep ‘them’ longer on the labor market. Within the framework of a project of the European Social Fund (ESF) – ‘Silver Instruments and Processes’ – we believe that age-related management is a relevant aspect during the whole career. All employees, of all ages, benefit by a well developed age-related management in the organisation. An equal treatment of all employees concerning age-related initiatives is the main goal. Developing an age-friendly HR management within organisations is a change process in which learning and recognition of a shared challenge play a crucial role. Since the seventies, Belgian government has encouraged people to choose for early retirement, without almost any personal offers to be made. Over the years it has become a commonplace belief that elderly employees should retire prematurely. Today, due to demographic and economic developments, this situation is no longer feasible. We encourage companies to develop an age-conscious HR management. In line with the specific company culture, we develop a tailor-made change process in which all actors within the company can (re)consider the issue of working longer, which should result in new viewpoints, customs and age-friendly HR practices.