Valid

GB/T 45154-2024Ageing societies - General requirements and guidelines for an age-inclusive workforce (English PDF)

老龄化社会年龄包容性劳动力通用要求与指南

Preview PDF

This is a limited preview

Buy now to download the full PDF (36 pages)

Need quotation for your management?

Get a formal quotation for GB/T 45154-2024 in 30 minutes.

Issued by

State Administration for Market Regulation, China National Standardization Administration

Level / Type

National · Recommended

Issue date

December 31, 2024

Implementation date

December 31, 2024

Scope

GB/T 45154-2024 is the English-translated version of 老龄化社会年龄包容性劳动力通用要求与指南.

GB/T 45154-2024 — This document provides requirements and guidance for achieving an age-inclusive workforce, providing opportunities for organizations, workers, communities, and other stakeholders to increase this document helps organizations and other stakeholders develop, utilize, maintain and support an age-inclusive workforce and Increased productivity among older workers working inside and outside.

This document is applicable to organizations of different types and sizes, as well as to all types of relationships between organizations and workers and all types of employment forms.

While organizations need to be inclusive of workers of all ages, the requirements and guidance in this document focus specifically on older workers. NOTE. This does not mean that young workers are not given attention.

Organizations apply this document flexibly to their specific tasks and contexts.

Found what you need?

Document preview — GB/T 45154-2024

National Standard of the People's Republic of China

ICS: 03.100.30
Classification: A 12

Issued by: State Administration for Market Regulation, China National Standardization Administration

Preface
Introduction
1 Scope
2 Normative references
3 Terms and Definitions
4 Guiding Principles
5 Leadership and age-inclusive organizational culture
5.1 Age-inclusive governance and leadership
5.2 Age-inclusive organizational culture
5.3 Workplace Communication
5.4 Equal opportunities and anti-age discrimination
5.5 Positive impressions of age
5.6 Recognition of older workers
6 Workforce Planning, Recruitment/Outplacement and Work Scheduling
6.1 Workforce Planning
6.2 Recruitment and re-employment of older workers
6.3 Work Scheduling
7 Job Design
7.1 Worker Capabilities. Response to Individual Characteristics
7.2 Flexible Employment
8 Health and Well-being
8.1 Workplace Health Management
8.2 Workplace Health
8.3 Workplace Mental Health and Social Health
8.4 Cognitive barriers in the workplace
8.5 Workplace health promotion
8.6 Occupational Health and Safety
8.7 Risk Assessment Plan
8.8 Ergonomic workplace design
9 Career Development
9.1 Overview
9.2 Continuing Career Planning
9.3 Training and career development solutions
9.4 Career ladder, job adjustment and career break
10 Knowledge Management and Intergenerational Collaboration
10.1 Knowledge Management
10.2 Intergenerational cooperation
11 Digitalization and innovation in the workplace
11.1 Digitalization of the workplace
11.2 Co-creation
12 Succession Planning
12.1 Overview
12.2 Requirement
12.3 Recommendation
13 Retirement Transition
13.1 Transition Planning
13.2 Retirement Transition and Personalized Solutions
13.3 Retirement preparation guidance
14 Continue working
14.1 Overview
14.2 Keep working, be inclusive and stay connected
14.3 Personalized Job Selection
15 The Value of the Aging Workforce Ecosystem to Organizations
15.1 Overview
15.2 Older workers
15.3 Community Groups
15.4 Older entrepreneurs, freelancers, and micro-enterprises
16 Financial Literacy Planning, Benefits and Rewards
16.1 Financial Literacy
16.2 Benefits and Rewards
17 Continuous Improvement --- Assessment Tools
17.1 Overview
17.2 Guidelines
Appendix A (Informative) Concept and Impact of Aging
A.1 Concept
A.2 Impact
A.3 Main findings
Appendix B (Informative) Personal Career Continuing Development Plan
Appendix C (Informative) Assessment Tools for an Age-Inclusive Workforce
C.1 Overview
C.2 Obtaining feedback from workers through qualitative and quantitative methods
C.3 Self-assessment/audit/checklist
C.4 Implementation of Recommendation
C.5 Evaluation indicators
Appendix D (Informative) Examples of indicators used to judge the effectiveness of implementation
D.1 Overview
D.2 Specific areas and indicators for an age-inclusive workforce
Appendix E (Informative) Recommendations and solutions for small and medium-sized organizations
E.1 Overview

Foreword

This document is in accordance with the provisions of GB/T 1.1-2020 "Guidelines for standardization work Part 1: Structure and drafting rules for standardization documents" Drafting.

This document is equivalent to ISO 25550:2022 "Generic requirements and guidelines for an age-inclusive workforce in an ageing society".

The following minimal editorial changes were made to this document.

---Change "Note 1" in 3.5, 3.17 and 3.20 to "Note".

--- Delete 5.1.3b), 5.4.2b), 5.5.2b), 6.2.3c), 7.1.2d), 7.2.2d), 8.3.2f), 8.4.2e), 8.6.2, 9.2.2e), Examples in 10.2.1, 15.2, 15.3.2c), 16.1.2a), and 16.2.2.

---Recognize and understand older workers; ---Value the current work performance and overall productivity of older workers in 5.6.2b)

--- Take the advice of older workers into account; --- Recognize individual abilities; --- Consider not retiring and/or returning to work after the age of retirement to "- recognize and understand older workers; - value their current work performance and overall productivity" - Taking into account the advice and opinions of older workers; - Recognizing individual abilities; - Considering over-age retirement and/or re-employment possibility".

---Change the following in 6.1.3d). "---Regularly analyze the skill differences of workers of different age groups;---Regularly analyze the skill differences of workers of different age groups the situation of workers taking up key positions;---regularly comparing the above analysis results with workers' retirement and skill improvement intentions" was changed to "- Regularly analyze the skill differences of workers of different age groups;- Regularly analyze the - Regularly compare the above analysis results with workers' retirement and skill improvement intentions.

---Change "---Adjust rest time;---Handle personal affairs;---Choose paid or unpaid leave" in 7.2.2b) to "- Adjust break time;- Handle personal matters;- Choose paid or unpaid leave".

--- Change the following in 7.2.2c). "--- Workplace; --- Team or independent work; --- Contract type; --- Autonomy; --- Job title Changes in responsibilities;---career breaks;---shift work;---working hours;---adjusting workplace roles, tasks and workload" =- Work location;- Team or independent work;- Contract type;- Autonomy;- Change of responsibilities;- Career break - Adjustments; - Rotational shifts; - Working hours; - Adjustments to workplace roles, tasks and workload".

--- Delete "Example 1" in 8.2.2b) and replace "Example 2" in 8.2.2e) with "Example".

--- Change the following in 8.2.2f) to "--- working equipment, including personal protective equipment; --- working environment; --- working hours; --- task requirements Intensity; --- shift arrangement" was changed to "- work equipment, including personal protective equipment; - work environment; - working hours;

- Intensity of task requirements;- Shift arrangements".

--- Delete the "Note" in 9.4.2d).

--- Change "--- enter into alternative contracts, such as consulting and mentoring contracts; --- provide flexible working hours arrangements" in 14.3.2f) to "- enter into alternative contracts, such as consulting or mentoring work contracts; - provide Flexible work schedules, usually with hours less than full-time hours.

---Use the "--- in 17.2d) to compare the audit results of development and trend over a period of time; --- the implementation of preventive and corrective measures;

Implementation status; --- Follow-up actions of previously completed assessment activities. --- Suggestions for improvement; --- "resources required" is changed to "-- Audit results comparing developments and trends over a period of time; - Implementation of preventive and corrective actions; -Follow-up actions of the evaluation activities; - Suggestions for improvement; - Required resources".

Introduction

0.1 Aging workforce

Aging is inevitable, and age is a continuum. Today's young workforce will become an older workforce in the future.

Growing the workforce and creating meaningful, multi-stage, multi-dimensional careers is the key to promoting the development of individuals, organizations, and communities of different generations.

Important ways and opportunities to work.

Some leading organizations are exploring the potential of older workers by expanding career models, innovating career paths, and tailoring jobs.

This will not only motivate the older workforce, enhance the social reputation and brand image of the organization, but also create a more balanced work environment.

The environment helps workers of different generations share experiences and promotes intergenerational harmony.

Implementing the requirements and guidance in this document will help build a strong multi-generational workforce and minimize the risk of age discrimination.

The requirements and guidance in this document will help organizations build an age-inclusive workforce, improve productivity and competitiveness.

For organizations, the benefits of older workers include, but are not limited to.

---Reduce absenteeism, burnout, turnover, recruitment costs, and work-related injuries;

--- Promote innovation, reduce friction, and improve worker engagement, enthusiasm, retention and productivity;

---It is easier to integrate new and old skills, which helps to improve the productivity and innovation of the organization;

--- Reap the benefits of investments in skills and health that will also be used to develop an age-inclusive workforce;

--- Solve the labor shortage problem;

---Optimize the organization's brand image.

0.2 Implementation of this document

The LLWI is the initial starting point for this document. The index consists of nine aspects, including organizational culture, age-inclusiveness, leadership, job design, health management, personal development, knowledge management, retirement transition, continued employment options, health and retirement insurance, etc.

Body practice.

This document provides common requirements and guidance to support the implementation of age-inclusive workforce practices and contribute to the achievement of the United Nations 2030 Agenda.

The Sustainable Development Goals (SDGs) include but are not limited to SDG3 "Good health and well-being", SDG4 "Quality education", SDG5 "Gender equality" and SDG8 "Decent Work and Economic Growth", SDG9 "Industry, Innovation and Infrastructure" and SDG10 "Reduced Inequality".

The COVID-19 pandemic has highlighted new issues facing the older workforce in recent years, which have already been discussed in ISO/PAS45005.

Age-inclusive workforce is inherently a complex and multidisciplinary issue that involves many stakeholders and institutions.

This is related to, for example, ISO 30415, ISO/T R30406.

This document can be used in conjunction with management systems, human resources systems, occupational health and safety systems, diversity and inclusion systems, social responsibility systems, etc.

Appendix F provides a summary for users of this document.

Related core issues and corresponding content.

0.3 Roadmap

Figure 1 shows the structure of this document.

Figure 1 Roadmap for implementing guidelines and requirements for an age-inclusive workforce

Ageing Society Age-Inclusive Workforce Universal Requirements and Guidelines

1 Scope

This document provides requirements and guidance for achieving an age-inclusive workforce, providing opportunities for organizations, workers, communities, and other stakeholders to increase this document helps organizations and other stakeholders develop, utilize, maintain and support an age-inclusive workforce and Increased productivity among older workers working inside and outside.

This document is applicable to organizations of different types and sizes, as well as to all types of relationships between organizations and workers and all types of employment forms.

While organizations need to be inclusive of workers of all ages, the requirements and guidance in this document focus specifically on older workers.

NOTE. This does not mean that young workers are not given attention. Organizations apply this document flexibly to their specific tasks and contexts.

2 Normative references

This document has no normative references.

3 Terms and definitions

The following terms and definitions apply to this document.

Aging society

A population structure in which the elderly population accounts for a certain proportion or more of the total population.

accessibility

People with the broadest range of needs, characteristics, and abilities use products, systems, services, environments, and facilities in defined usage scenarios to achieve certain goals.

The degree of goal setting.

[Source. ISO 9241-112:2017, 3.15, modified] 3.3 Worker A person who performs work or related activities under the intervention of an organization.

Note 1.In different forms of employment, workers perform various work or related activities for pay or unpay, such as regular or temporary, intermittent or seasonal.

occasional or part-time, etc.

Note 2.Includes top management, personnel and non-management personnel.

Note 3.In specific situations, the work or related activities that are subject to organizational intervention are carried out by workers employed by the organization, workers of external suppliers, contractors, individuals, external it is implemented by dispatched staff and other personnel whose work or related activities are subject to a certain degree of organizational intervention.

[Source. GB/T 45001-2020, 3.3] 3.4 Workforce an individual who provides services or labor for the performance of a business or organization.

[Source. ISO 30400:2016,10.1]

......
This preview omits tables, figures, formulas and parts of the technical clauses. The complete document — 36 pages — is available in the English PDF.

How to Download GB/T 45154-2024

1
Add to cart
Click "Download PDF" on this page and choose "Buy this standard". You can add more standards before checkout.
2
Checkout
Enter your email and billing details. Payment is processed securely by Stripe (cards or bank transfer). Prefer bank details? Request a quotation (min. order $300).
3
Instant delivery (0–9 sec)
Delivery is automatic: within seconds of payment you'll receive an email with a secure download link. The link stays valid for 72 hours.
4
Invoice included
A tax invoice is attached to the confirmation email. Need a custom invoice? Contact us.