Workplaces must be adapted to the needs of older employees.
In order to enable people to work longer and avoid unemployment, jobs and labour promotion must be adapted to the needs of older employees and the unemployed. To this end, for example, health promotion should be improved within the framework of SGB II (citizens' benefits) and SGB III (labour promotion). There should be labour market programmes specifically for older employees in order to avoid or at least shorten periods of unemployment in the transition to retirement.
At the 53rd top-level meeting on the training situation, the members of the Baden-Württemberg Training Alliance in Stuttgart discussed the current challenges on the training market in the state. The IAW short report ‘Company-based training in Baden-Württemberg 2023’ (in German) was published in connection with this.
Potential in the transition area: opportunities for young talent and companies.
A recent short study by the IMPULS Foundation of the VDMA examines the potential of the transitional area between school and work to alleviate the shortage of skilled labour in mechanical and plant engineering. The analysis carried out by the IAW shows that many young people in the transitional area are basically suitable for training. Targeted support and awareness-raising could attract them to careers in mechanical and plant engineering.
Potential in the transition area: opportunities for young talent and companies.
A recent short study by the IMPULS Foundation of the VDMA examines the potential of the transitional area between school and work to alleviate the shortage of skilled labour in mechanical and plant engineering. The analysis carried out by the IAW shows that many young people in the transitional area are basically suitable for training. Targeted support and awareness-raising could attract them to careers in mechanical and plant engineering.
Company training in Baden-Württemberg back to pre-Covid 19 pandemic levels.
In the first half of 2023, the proportion of companies in Baden-Württemberg that were active in further training increased significantly from 48% to 56% compared to the previous year. All forms of continuing education recorded an increase. This growth was particularly strong in self-directed learning. This form of further training is used most in companies with 500 or more employees. However, there has also been an increase of around 30 percentage points in small and micro companies in the country since 2019.
The study also shows that people with a low level of qualification continue to participate less frequently in further training measures than those with higher qualifications. In addition, the continuing education rate for women remains higher than that of men.
The report (in German)was commissioned by the Ministry of Economic Affairs, Labor and Tourism and is based on data from the IAB Establishment Panel.
Why a labour market boom does not necessarily bring down inequality: putting together Germany's inequality puzzle
Fiscal Studies, February 2022, Vol. 43, 121-149, https://onlinelibrary.wiley.com/doi/10.1111/1475-5890.12294
