The capital city of North Rhine-Westphalia in Germany, namely Düsseldorf, recognized an upward trend towards employing a higher amount of older people at its domiciled companies. In specific, this means that more people between 50 and 65 years are employed. This development can be seen as a reaction to the demographic change.
Due to the fact, that the age structure in Europe change substantially, Europe is the oldest continent. Germany, in specific, is one of the oldest nations in the EU and even worldwide. Germany’s population is already shrinking since 1970. Therefore, in Germany it is especially necessary to react to this development, because the ongoing aging of the people, will sooner or later lead to an employee shortage. In conclusion the older people are getting more and more important on the job market to cover the needed human resources.
Also North Rhine-Westphalia documents the same trend. The population of this region is getting steadily older. In the year 2050 the percentage of people older than 60 years will be increased to nearly 40% whereby the percentage of people under 20 will decrease to about 15%.
Düsseldorf react already now to this development. Many companies in Düsseldorf try to attend special attention to the people between 50 and 65. The aim is to design work places age-based, so that older people have an incentive to stay in a company or even to apply for a job also in old age. Therefore, all working processes in the company are inspected and reviewed from the older employee target group. This process should secure the coverage of needed human resources also in the future. Moreover, the companies see the benefits of getting or keeping the well-founded knowledge of the experienced older employees, amongst other things to refer this knowledge also to the younger employees.
And this conduct works. Already from 2006 to 2011, the percentage of the employees between 50 and 65 in Düsseldorf, increased from 21% to 24%. This trend goes on. Already one third of the companies in Düsseldorf take efforts to make their operations more attractive for older employees, to counter the negative effects of the demographic change.