JPI UEP Fast-Track Activity
“Understanding employment participation of older workers”1
1 General introduction into the needs of
participation of people in higher working age
increased
work
Common to all European countries, although with differing temporal dynamics, are rising life expectancies and
a compositional shift from younger to older people. The OECD views sustaining economic growth under
conditions of demographic ageing by far as the most pressing global policy challenge for the next 50 years
(among tackling rising inequality and protecting the environment). 2Yet, demographic change will make it
harder for economies to sustain growth. The degree of urgency is reflected at all levels of the European policy
agenda, for example, by the Council Declaration on the European Year for Active Aging (2012) and the
declaration of the Vienna Ministerial Conference on Aging (2012), stating that “longer working life is
encouraged and ability to work is [to be] maintained”. From a macroeconomic perspective, increased
employment participation, especially of older people, is essential for long-term economic growth and
prosperity. On the individual level, rewarding and fulfilling employment fosters the well-being, productivity and
social participation, especially of older people.
The idea of the JPI UEP project was developed in the JPI MYBL Working Group 3 “Work & Productivity” that
contributed to the creation of the Strategic Research Agenda. The objective was to address the issue of
employment participation among older workers in times of extending working lives and compile a critical and
interdisciplinary review of the state-of-the-art research, considering the broader social and economic context in
Europe. With this, the project mainly addresses research topic n° 6 in the Strategic Research Agenda called “A
new labour market”, which focused on effective and equitable ways of distributing employment across the
extending healthy life course, including extending paid working life through governance, management and
regulation. It also touches upon aspects of research topic n° 3 “Economic and social production” and research
topic n° 10 “Technology for living”. As a fast-track project in the most literal sense with a duration from May
2014 to December 2014, the group of about 40 delegated national experts from 11 JPI MYBL countries chose to
limit the scope of the project to paid work and the age group of 50+ years. The title as agreed by the scientific
working group reads “Understanding Employment Participation of Older Workers” (JPI UEP).
2 Understanding the complexity of work and retirement among
ageing workers in Europe and Canada
The question, why some people in higher working age are working and others not is gaining increasing scientific
attention in Europe. Multiple disciplines are dealing with it such as gerontology, psychology, sociology,
economics, social epidemiology and occupational health. Usually, single factors influencing work participation
in higher working age are being investigated such as the role of health, work factors or financial factors not or
only marginally considering further determinants. This limited view has raised concerns about the validity and
(organisational and national) policy relevance of the findings. Some, not least qualitative, studies indicate
however, that – in contrast – work participation in higher working age seems to be a function of a complex
interaction of numerous determinants. Consequently, in the past years, an increasing call for new views and
approaches in this research field can be observed. In the course of the JPI UEP fast track activity the need of the
following was brought to a point:
1
authored by Hans-Martin Hasselhorn (BAuA) and Wenke Apt (VDI/VDE-IT)
OECD (2014). OECD 50-year global scenario: Shifting gear. Online available at:
http://www.oecd.org/eco/lookingto2060.htm
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JPI UEP – Input paper for JPI General Assembly
A. Application of a broad view
Whether or not older people are working is usually not a matter of one single factor but the effect of a complex
– sometimes causal –interaction of a number of determinants. This (rather plausible) evidence is being brought
forward mainly by qualitative studies in the field and by overviews3.
B.
Conceptual frame needed
In line with the request for a broad view is the call for a conceptual framework 4,5 which locates retirement
decision making within the context of multiple determinants on different (e.g. micro, meso and macro) levels
and allows for a life course perspective6. Such frameworks may increase the understanding of the processual
complexity of influential factors on work and retirement in advanced working age and may thus be to the
benefit of national as well as organisational policy and not least research.
C.
Broad methodological approaches
The variety of factors influencing work participation in advanced working age cannot possibly by covered by
one singe methodological research approach. The broadness of scientific disciplines and their methodological
preferences offer a rich stock of research approaches (e. g. cohort and register study approaches, data linkage
procedures, micro-simulations, interview studies, organisational case studies). None of these will completely
cover the complexity of the topic, but their prudent combination can be expected to yield synergistic value for
understanding this subject.
D. Cross national research needed
JPI UEP has identified large research differences between the countries in Europe (and Canada) both with
respect to the scientific disciplines involved, dominant research approaches and not least with research
intensity. European countries differ with respect to work force composition, legislative background, economic
background, labour market regulation and employment levels, social and welfare system and not least societal
attitudes and expectations. All these factors influence work participation in advanced working age and need to
be incorporated in the research in the field.
There is a need to look at potential cross-cultural differences in this field 7. Often, first a look to other countries
may elucidate the understanding of conditions, trends and mechanisms in the own country. Considering the
universality of the problem, cross fertilization of research may be necessary throughout all countries, to spread
successful research approaches, to benefit from foreign experiences and to increase/initiate research in
countries with a lower research activity level. Large international research consortiums performing
international comparative studies (such as SHARE) may be of help for cross cultural comparisons and the
investigation systematic effects such as those imposed by welfare state regime8,9,10. Finally, some issues, such
as capturing opportunities for investigating effects of natural interventions, require international monitoring
and exchange.
3
Phillipson & Smith 2005
Phillipson 2004 p189f
5
Oakman& Howie 2013, p390
6
Phillipson 2004 p189f
7
Wang & Shultz 2009, Radl 2013
8
van der Wel et al. 2012
9
Dragano et al. 2011
10
Schuring et al. 2013
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3 The conceptual basis: the “lidA conceptual framework on work, age
and work participation”
3.1 Introduction into the lidA framework
The conceptual basis of the JPI UEP Fast Track Activity is the “lidA conceptual framework on work, age and
work participation”11 (see below). The framework has been developed under the assumption that causation of
work participation in advanced working age is under-researched and that current research usually is focussed
on single or very few domains only and therefore lacks a “broad view” (see above). This broad view, however,
is necessary to understand work participation in higher working age.
This differentiated approach implied by the framework may thus – better than focussed views – provide a basis
for estimating the degree of influence that – federal as well as organisational – policy may or may not have to
prolong working life and increase work participation among older people in advanced working age and also has
implications for research. The framework highlights four characteristics of work and retirement in higher
working age:
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Complexity
By acknowledging the multitude of factors (“domains”) influencing work participation in higher working
age and by putting them in relation to each other, the framework highlights the – often causal –
complexity of work participation in higher working age.
Process
The conceptual framework implies that retirement is not a “one off occurrence” 12 but a “process that
unfolds over a period of time that will vary depending on the circumstances of each individual”13. In
advanced working age, health, work ability, “motivation to work” and – in consequence – work
participation may be regarded as late outcomes of earlier in life exposures.
Individual level
The framework indicates that work participation in advanced working age is to high degree a function of a
number of factors inherent to the individual worker: such as his/her health, motivation to work, private life
and financial resources.
Structure
At the same time, however, the question of (longer) work participation or earlier retirement is embedded
in a strong structural frame, in especially retirement and financial regulations and labour market policies.
11
The lidA study “lidA – leben in der Arbeit. German cohort study on work, age and health” is a new large
longitudinal study assessing work, age, health and work participation in Germany. lidA is funded by the
German Federal Ministry of Education and Research (BMBF)
12
Peterson et al. 2010
13
Wang & Shultz 2010
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4 Research needs
The JPI UEP group of researchers (see list below) produced chapters on each domain in the above lidA model,
as well as national reports for each participating county. In consideration of these materials and based on a
majority vote, the working group sees the greatest research needs in the following three areas:
1.
Understanding the complexity of the drivers and constraints to retire early,
focus on four examples:
- The case of older women
- The case of migrants and ethnic groups
- The role of emerging work risks
- The role of the domestic domain
2. Investigating the effects of policy changes on older workers’ exit behaviour: Societal costs and gains
3. Investigating the employers’ perspective in employing and retaining older workers
4.1 Understanding the complexity of the drivers and constraints to retire
early
While macro level investigations document and explain the impact of regulatory measures on work
participation, the question, why some enterprises employ and are more able to retain their older workers than
others and why some older workers leave work early and others not require a differentiated understanding of
drivers and constraints for the workers to retire early or to work longer. Here, new differentiated evidence will
be a prerequisite for those having to master the future employment challenges and aiming at the
implementation of measures for retaining older workers.
One of the core hypotheses of JPI UEP is the need for the consideration of the complexity of the workers
decisive process when it concerns working or not in higher working age. The attempt to catch the complexity of
the field will lead to deepened insights and differentiated understandings of underlying factors, mechanisms
and paths thus bringing the evidence level an innovative step forward towards preventive action on
organisational and national levels. Such a differentiated view is not limited to the understanding early exit from
work (leaving early), but entails also the understanding of the older workers’ extending working lives (not
leaving early/ working longer).
4.1.1
Older women and work participation in higher working age
Almost until the end of the last century, “retirement research virtually ignored women”14. Today, legislative
equalising of pensionable ages for women and men is on-going and expected to make a significant contribution
to raising the labour force participation of older workers. 15Indeed, in the past decades, women employment
rates in the EU have increased substantially and in the youngest age groups are most equalled with that of men
while in the oldest age group in working age (55-64 years) the gender gap in employment rate still exists (2013:
14%-point gender gap: 57.5% among men vs. 43.3% among women; EU 28 in 2013). However, 38% of all older
women in the EU worked part time in 2013 vs. only 11% of older men16. In consequence, in the EU the group of
older women– more than older men –is considered as an “untapped” potential for increased employment and
work participation.
Today, research on the issue of older women and retirement exists but is limited to a few countries only
(especially CAN, US, UK, N). Loretto and Vickerstaff (2012) conclude from their qualitative research that
“retirement may mean very different things for women and for men” when analysing the role of the domestic
context for retirement. Still today, considerable gender segregation of jobs exists in Europe with many low
status jobs and many physically demanding jobs being female dominated such as caring and cleaning jobs. This
is closely related to older women’s higher dependency in later lives, when social, familial and political economic
14
Zimmermann et al. (2000, p111)
European Commission (2012) WHITE PAPER An Agenda for Adequate, Safe and Sustainable Pensions, p12
16
All numbers from EUROSTAT Data Explorer (lfsi_emp_a, lfsa_eftpt, retrieved 10 2014
15
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JPI UEP – Input paper for JPI General Assembly
structures may restrict women’s social and political autonomy17. Also social expectations concerning early
retirement may be gender specific, expecting older women to retire earlier than men, not only in case of
private caring obligations. When it comes to work participation of women, we may assume a wide range of
intercultural differences with respect to societal gender roles and role expectations in the European countries
and finally, we may face considerable cohort effects as younger generations with different role expectations
are growing older.
Thus, if older women constitute a relevant untapped employment potential to our societies,
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a better understanding of their multiple roles, needs, preferences and their employment potential is
needed to contribute to the development of adequate supportive measures on organisational and national
policy levels as well as by structural supportive systems.
Such an investigation would benefit from contrasting cross-national and multi-method research
approaches.
4.1.2
Migrants
The JPI UEP Group has identified the need to look at the situation and roles of migrants with respect to
employment at higher working age. In a number of European countries and Canada, policymakers are
encouraging immigration to compensate for demographic shortages in labour supply18,19.Within-EU-migration
and immigration from outside the EU is expected to increase and in the coming years large groups of migrants
are reaching retirement age, including 2nd generations of migrants. The term “migrant” is unspecific and may
besides having foreign citizenship imply being foreign-born or even having parents who are foreign-born or
who have foreign citizenship. Particularly when it concerns work participation, migration may even include
within-country-migration. When applying a wide definition, migrants may be considered to be a very
heterogeneous and multifaceted group. On average, the group may be expected to be more vulnerable
compared to non-migrants both from a health perspective, but also from a social, employment and economic
perspective20,21.In Germany, for example, migrants tend to be overrepresented in jobs affected by economic
restructuring, such as manual industrial jobs22, jobs which are associated with higher employment and health
risks. Many European countries have found it difficult to fully integrate migrants into their national education
systems and labour markets, this may even be the case for integration of 2nd and 3rd generation of immigrants.
In the UK, ethnic minorities have been reported to have higher rates of unemployment, especially in the period
leading up to state pension age.23
Thus, more knowledge about what extending working life means for different migrant groups is urgently
needed, but in Europe research on this topic seems to be virtually absent. Therefore, and in line with Phillipson
& Smith24,the JPI UEP research group proposes the investigation of this topic:
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Patterns of work participation: What patterns of work participation are found among the many different
groups of older migrants in Europe and Canada? How are older immigrants included in the labour market?
How are older 2nd generation migrants integrated? How are older refugees integrated?
Determinants of work participation: We need to know more about the experiences of different migrant
groups. How do migrant men and women perceive retirement and work participation in higher working
age? How do they differ with respect to the impact of the determinants of work participation as indicated
by the lidA conceptual framework? E.g. what is the impact of family ties and structures separated across
borders when increased work participation is aimed at?
Impact of pension reforms: How do pension reforms affect different groups of migrants?
17
Zimmermann et al. 2000, p 112, quoting Bernard and Meade (1993)
see JOI UEP National Report Canada by Bélanger and Carriere
19
Mastering Demographic Change in Europe - 8 European Academies’ Statement from July 2014, ISBN:978-38047-3301-5, page 9
20
Buchholz et al. 2010: 15
21
Phillipson& Smith 2005: 67
22
Rinlake& Buchholz 2010: 41
23
Phillipson & Smith 2005: 6
24
Phillipson & Smith 2005: 67
18
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Cross national investigation: There is strong cross national variation with respect to migrants and migration.
Integration of migrants in society and labour market has succeeded to different degrees in the European
countries. Within the EU, composition of the working population varies significantly between the countries
with respect to proportions of migrants ranging from almost none (e.g. Bulgaria, Slovakia, Croatia) to 50%
(Luxemburg)25. Further, migration flows vary significantly within and between countries and by time. In Canada,
migration is assuring population and work force growth 26, in Germany, in-migration is currently backing relative
economic prosperity. A cross national investigation may benefit from these national differences and may help
to understand facts and conditions in the own country.
4.1.3
The role of ‘new work exposures’ for the work participation of older workers
Next to the domains health and finances one of the most frequently investigated domains determining work
participation in higher working age is the domain work content. Interestingly, the results rarely reach beyond
the findings that low control and high physical demands at work constitute relevant statistical risk factors for
early exit from work (see the JPI UEP domain chapter by Pohrt). Yet, both work content and working population
in Europe have been changing substantially in the past two decades and this has not been captured by virtually
any of the existing studies. New jobs are emerging (e.g. green jobs) and create new exposures. Psychological
and social work demands are gaining increasing occupational relevance. However, new work factors such as
information and communication technology and requirements, and the on-going extension of flexibility with
respect to working time, -location and -employment may – at the same time – constitute threats and
opportunities for the employment of older workers in the future. For example, the rapid advancements of the
use of IT at work may imply a ‘competitive disadvantage’27of older workers leading to felt or actual redundancy
while it may enable many older workers to adapt their work to their functional limitations.
What is needed is
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an up to date review of modern work factors in today’s working societies and the investigation of their
roles as drivers and barriers for working at advanced age. This includes the consideration of the degree to
which these factors are linked to influences from further domains, e.g. by magnifying or compensating
their impact on work participation.
the investigation and estimation of the degree to which the employment-relevant work factors actually
may be altered on national and organisational level in order to keep older workers working longer.
A cross national approach would benefit from the large variety of attitudes and practices in this respect in
Europe.
4.1.4
The role of domestic conditions for the work participation of older workers
Whilst researchers have been accustomed to hypothesize the impacts of labour market and welfare state
regimes on older workers’ employment trajectories there has been less concentration on family or household
structure and change. This domestic context may be defined as the various factors associated with
partnerships, marriage, family and gender roles, the latter including the division of responsibility for market
and family work28. It is undisputed that family formations are changing, although rates and degrees of change
vary across countries. Divorce rates are increasing as are patterns of single parenthood. More people are
choosing to live alone whether in a long-term relationships or not. At the same time the welfare systems are
under pressure, from austerity measures as well as societal ageing. Research on extending working lives has
only recently begun to consider the roles and impact of family structures and the implications of the changes
described. The scientific work is looking at three major aspects: a) The impact of the family status on
retirement planning and actual timing is investigated with findings such as widowed and spousal interaction
effects on retirement timing. b) The effect of caring obligations on retirement behaviour: this includes health
conditions of the partner, of parents (less investigated) or others, grand parenting and also touches on the
25
numbers from EUROSTAT Data Explorer (lfsa_egan, retrieved 10 2014)
see JOI UEP National Report Canada by Bélanger and Carriere
27
Buchholz et al. 2010, p 62
28
Loretto & Vickerstaff 2012, p 66
26
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societal caring systems. c) The immediate social network exerting social expectations on work and retirement is
a (less investigated) topic within this domain.
Research frequently reveals asymmetric effects for men and women 29 indicating that the impact of the
household on later working live is highly gendered. What is also found is an inconsistency of findings between
countries or between results from quantitative and qualitative methodology30.
Among the research issues to be addressed are the following:
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Understanding the impact of societal changes: We need to understand gender roles and the impacts of
different and changing household regimes, in particular the move from male breadwinner to modified
male breadwinner to dual provider households and the implications of these changes for propensities to
extend working lives. This also includes research on family formation and breakdown (e.g. single parents,
single adults) and its impacts on later working lives.
Understanding women’s paths into retirement: There is need to better understand the relationship
between long run trends (i.e. gendered divisions of labour within households) and proximal factors (i.e.
health shocks, redundancy, divorce). Research has tended to assume that women’s retirement paths
follow their male partners but this needs more robust testing following the US case and on-going changes
in family formation and gender roles.
Understanding the impact of caring obligations: The impact of ill-health, own and spousal is mediated by a
range of other factors and we need a more nuanced understanding of the impacts of health on the
household. Grand parenting is emerging as an important but as yet under-researched element in the
complex determinants of remaining in or leaving the labour market at older ages.
Taking advantage of cross country comparative research: Comparative research indicates that there are
complex interactions between welfare state policies such as variations in availability of childcare, patterns
of maternal employment, changes in household formation and orientations towards extending or limiting
working life. Here, cross country comparative research could shed light on the interaction between
macros, meso and micro level factors.
4.2 The effects of policy changes on older workers’ exit behaviour: Societal
costs and gains
In most European countries state regulations on retirement have shifted from “employment exit strategies”
during the last decades of the last century to “employment maintenance strategies”, i. e. by reducing
retirement incentives and by increasing retirement age. Hofäcker et al. (2006) and Lain (2014, in this report)
summarise evidence indicating that these strategies are effectively influencing work participation and work exit
behaviour of older workers – and thus may have contributed to the sharp increase in work participation rates
of older workers in many European countries.
The increased work participation of older workers is commonly regarded as “outcome”, as a final “success
indicator” for the improvement of the ratio of those actually in work to those drawing retirement benefits: the
“economic dependency ratio”31. However, potential societal costs behind such developments are easily
overlooked and need – from the point of view of JPI UEP – increased scientific attention. In consequence, the
impact of current employment maintenance strategies (implying reduced exit options) needs to be investigated
with respect to

the older work population: Will the number of older “job locked” workers32increase - those who should
retire for work ability and health reasons and – under new regulations – cannot afford to do so? What are
the consequences for their health, work ability, work motivation and quality of life? What are the
consequences for their enterprises with respect to economic (employment) flexibility, productivity and the
need for HRM strategies? What are the societal costs of prolonged working lives, e.g. with respect to
29
Hakola et al. 2002, p 24
van den Berg et al. 2010, p 581, Loretto & Vickerstaff 2012, e.g. p 67
31
for “economic dependency ratio” see Wöss&Türk 2011
32
Wilkieet al. 2011
30
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JPI UEP – Input paper for JPI General Assembly
health costs (considering beneficial and adverse health effects of work), and with respect to informal
societal work such as home care work and social engagement?
alternative exit routes: How are the early exit routes from employment, comprising disability retirement,
unemployment, non-employment (no benefits), the receipt of welfare ? Can patterns of career exit paths
be identified? How are they changing and following legislative changes? What is their impact of personal
current and prospective wealth, health and quality of life? What are the societal health costs? What impact
do employment maintenance strategies have on societal trust?
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Cross national approach: Here, comparative cross national research approaches are indicated as national
differences may be expected, for example depending of the welfare state system. Following Hofäcker et al
(2006) the consequences of increased work participation rates differ substantially between countries,
depending on their employment relations system, occupational and educational system, their welfare and
pension system33 and – closely connected – employment maintenance strategies34.
Multi-method approach: As this issue is cutting across the micro, meso and macro levels and across the
different domains a multi-method approach seems indicated combining both qualitative (individual,
organisational case studies) and quantitative methodology including e.g. micro-simulations.
4.3 The employers’ perspective in employing and retaining older workers
The extension of working lives will be influenced by opportunities offered by employers. They are the owners
of interventions that enable older people to stay longer in the paid economy and have to plan for a labour
market with increasing difficulties recruiting and retaining workers. For them, the three challenges will be to 1)
retain older workers, 2) adapt work to workers with functional limitations and 3) to re-integrate older workers
into the labour market.
Age-sensitive management strategies and practices, including adjustments in job design, work flexibility,
working conditions, training, and the work environment, need to be offset by real gains in production and
productivity for employers. However, there is great variety in the availability and application of age
management strategies to retain older workers between companies, industries, and countries, and often their
effectiveness remains unknown.
One of the established key work risk factors for early exit from employment is adverse physical exposure (see
work factor domain chapter by A. Pohrt). In the wake of ageing work forces, companies across Europe have
begun to develop a variety of strategies to adapt the work environment to the new workforce demands.
Technological change has reduced the physical effort involved in many (but not all) jobs, making it easier for
people to continue working for longer, even in some traditionally physically demanding roles. At the forefront
are individually adapted workplaces and enabling work environments with opportunities for lifelong learning,
occupational health management, job flexibility and an “enabling automation” based on assistive technology.
The “lidA conceptual framework on work, age and work participation” visualises the complexity of work
participation in advanced working age. With respect to the organisational level, all measures aimed at
providing employment to older workers will fall short if they are implemented in isolation: systematic and
comprehensive age-sensitive management is needed to retain older workers, to promote their work ability and
productivity and to provide those outside the labour market with new employment opportunities. Against this
background, several research priorities stand out:

Retaining older workers: What Human Resource Management (HRM) practices specifically aimed at
retaining older workers are actually in use? To which extent do they consider / make use of the complexity
of work participation as indicated by the lidA conceptual framework? Are interventions tailored to
individuals or groups of workers? What characterises strategies shown to be successful? How do they
cover the three core elements ‘further vocational training’, ‘leadership’, and ‘adaptation latitude at work’?
33
Buchholz et al. 2006
Hofäcker et al. 2006
34
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

Work place adaptation: Many uncertainties remain about the consequences of future applications of new
technologies in the work place. How can modern assistive technology at the workplace contribute to the
promotion and maintenance of work ability and thus to employment of workers with functional
limitations?
Employment of older workers: What incentives and disincentives exist for employers to hire older workers?
Which measures or factors, also institutional, have been shown to work – for which groups of older
workers and for which groups of employers?
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Members of the JPI UEP
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Maria Albin, Lund University, Faculty of Medicine Sweden
Wenke Apt, VDI/VDE-IT, Germany
Alain Bélanger, Université de Sherbrooke, Canada
Dagmar Beudeker, TNO, Netherlands
Theo Bodin, Lund University, Faculty of Medicine, Sweden
PaulienBongers, TNO, Netherlands
Yves Carriere, University of Montreal, Department of Demography Canada
Astrid de Wind, TNO, Netherlands,
Melanie Ebener, University of Wuppertal, Germany
Alba Fishta, Federal Institute for Occupational Safety and Health (BAuA), Germany
JörgFlecker University of Vienna, Institute of Sociology, Austria
Raija Gould, Finnish Centre for Pensions, Finland
MikkoHärmä, Finnish Institute of Occupational Health, Finland
Hans Martin Hasselhorn, Federal Institute for Occupational Safety and Health (BAuA), Germany
Lea Henriksson, Finnish Institute of Occupational Health, Finland
Anne Inga Hilsen, Fafo Institute for Labour and Social Research, Norway
PäiviHusman, Finnish Institute of Occupational Health, Finland
Alain Jousten, University of Liege, Belgium
Susan Kuivalainen, Finnish Centre for Pensions, Finland
David Lain, University of Brighton, United Kingdom
Ingrid Mairhuber, FORBA, Austria
Stephen McNair, National Institute of Adult Continuing Education, UK
ToveMidstundstad, Fafo Institute for Labour and Social Research, Norway
Jaap Oude Mulders, University of Utrecht, TNO-Partner, Netherlands
SatuNivalainen, Finnish Centre for Pensions, Finland
Peter John Nolan, University of Leeds, Business School, United Kingdom
Anne Pohrt, Federal Institute for Occupational Safety and Health (BAuA), Germany
Otto Melchior Poulsen, National Research Centre for the Working Environment, Denmark
Elisabeth Prammer, FORBA, Austria
Natalie Riedel, University of Wuppertal, Germany
Reiner Rugulies, National Research Centre for the Working Environment, Denmark
Lina Salan, Belgium
JoopSchippers, University of Utrecht, TNO-Partner, Netherlands
JormaSeitsamo, Finnish Institute of Occupational Health, Finland
Esa-Pekka Takala, Finnish Institute of Occupational Health, Finland
Swenneke van den Heuvel, TNO, Netherlands
Mariska van der Horst, University of Kent, School of Social Policy, Sociology and Social Research, UK
Sarah Vickerstaff, University of Kent, United Kingdom
EskilWadensjö, Swedish Institute for Social Research, University of Stockholm, Sweden
Ulrike Waginger, University of Vienna, Institute of Sociology, Working Group for Social Gerontology,
Austria
DorotaŻołnierczyk-Zreda, CIOP-PIB, Poland
10