SICK is also involved in a project called “A Healthy Work Life–Towards a Demography Oriented and Innovative Health Management.” The project deals with the question of how healthy aging in work and employment can be realized. Among initiatives to promote employees’ health are the following: training executives, stress-management training, health checks and counseling, health days and weeks, and a working group to encourage sports activities.
Diversity Promotion: The company shows its appreciation of its older employees is by considering them mentors to the younger employees, particularly in the fields of sales and the promotion of trainees. Intergenerational teamwork serves as an instrument to record, secure, and transfer know-how. The transfer process starts several years before the older employee plans to retire from the company. It benefits both the younger and the older employee, because the concrete exchange of knowledge and experience takes place in both directions. Thus, just as the younger employees learn from the experience of their older colleagues, younger employees acquaint their older colleagues with their expertise and knowledge, which may differ.
In addition, SICK invites retirees to company functions and gives them opportunities to maintain contact with former employees.
Recruitment: SICK avoids making any reference to age in its job advertisements and instead stipulates qualifications and experience as the main recruitment criteria. These approaches represent examples of good practice in relation to the company’s overall HR policy, which relates to all age groups.
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