OAPEs (process engineers)
8 Dec 2010
None of us are getting any younger, especially, it seems, in the UK process engineering sector where 20-30% of the workforce is due to retire in the next 10 years.
Cogent data, for instance, shows that 18% of the workforce in the both the oil & gas (30,000 employees) and chemicals (109,000 employees) sectors are aged 55 or over. Another 30% of employees are in the 45-54 years old bracket, again in both sectors.
Alongside this demographic timebomb, new Government moves to phase out the default retirement age by October 2011 seem likely to further increase the proportion of older workers in the process industries.
There is, therefore, now a pressing need for employers to develop a clear understanding of what older worker employment means for their companies, as well as for the wider process engineering sector.
While some companies have already developed strategies to adapt to demographic change – BASF’s Generations@Work initiative is a good example – most employers have yet to even get to the drawing board.
During 2011, Process Engineering plans to focus on older worker employment as a key issue, asking:
- How aware are process engineering companies of issues relating to the employment of older workers
- Are employers preparing and, if so what do they plan to do?
- Is recruitment still focused on younger workers only, and, if so, why?
- How are companies attracting older workers, motivating them, adapting the work environment?
- Are there any specific barriers to employing older workers in the process sector?
Your views and comments on any of these points, in the meantime, would be very welcome.
Patrick Raleigh
Editor
