1. 1 Age Management: Why Companies Should be Concerned Vera M. Budway-Strobach Program Manager, Diversity & Inclusion Česká spořitelna

2. 2 Shrinking working-age population in Europe … Share of age groups, Europe, 1950-2050 Source: UNDP.

3. 3 Most CEE countries already passed their labour force peaks Population 15-64 in % of total population, 1950-2050 Source: UN Population Division, The 2008 Revision Population Database

4. 4 35.6 Age & Gender Structure at ČS

5. 5 Status Quo Demographics show: retirement age needs to and will be raised Employers are concerned about quality and motivation of “older” workers Older employees have huge amount of experience and know - how and often better personal skills “hand over” of knowledge is frequently missing “culture clash” and misunderstandings between young managers and their senior subordinates SO WHAT?

6. 6 Goal Walk the talk” of considering ALL employees as assets, i.e. Acknowledge older staff as strong resource Determine how they best can add value and get recognition Create an atmosphere of mutual understanding / respect and value of diverse teams Create vision and “unexpected” new opportunities – > (re) energize Encourage older staff to share their “wisdom” Motivate “older” staff I am not old, I have just been around a bit longer It’s never too late to be who you might have been (G. Elliot)

7. 7 Overcoming stereotypes & preconceived notions on age & productivity Career planning Job rotation Access to talent programs In tandem with work force planning process Recruitment Knowledge management & know how transfer What Can Companies Do? IT skills soft skills inter generational communication seminars & workshops requalification life-long learning employee health management Part-time work Job sharing Home office Flexible hours Phased-out retirement mentoring & coaching buddy system for new employees team diversity non-financial recognition for loyal employees Career Development & Planning Education & Training Flexible Work Arrangements Positive Role Models

8. 8 Benefits of Age Management Increased employee motivation & loyalty (which supports productivity) Increased team cooperation & solidarity by capitalizing on age diversity Higher skills experienced workforce Knowledge management: ensures transfer of formal and informal knowledge Lower turnover costs from severance payments/stabilization of experienced employees Reduction of hiring costs (retention of experienced staff) Positive image on the labor market and in the community (CSR)