The award was presented by Minister of Labour Anniken Huitfeldt at the National Inclusive Working Life conference on Tuesday, 13 November.CSP cited the following criteria for choosing OSL as the recipient of this year’s award:
“OSL has a comprehensive approach to its senior policy, which has three objectives:
- Build a culture in the company that promotes good health and physical activity
- Enable employees to better cope with challenges on the job
- Enable seniors to work as long as possible
While a number of the initiatives that have been implemented are not limited to seniors, they appear to have been a strong factor in motivating more seniors to work longer. OSL calls its initiative Human Resources Policy with a life-phase perspective.
With its comprehensive approach, OSL has managed to increase the age at which its employees retire from 63 to 66 in three years, enabling it to retain the valuable skills of its seniors for a longer period. In addition, the company has reduced absences due to illness, and fewer employees have been declared medically disabled, enabling them to continue working, the jury wrote."
Minister of Labour Anniken Huitfeldt praised OSL, saying:
“Oslo Airport has shown that it fully embraces the purpose of the Inclusive Working Life Agreement, which is to increase employment activity in Norway. By focusing on culture and facilitation, the company has succeeded in both reducing sick leave and motivating more seniors to continue working.”
Nic Nilsen, managing director of OSL, commented: “We’re very pleased to receive this award, which is also recognition that our multi-year commitment to a comprehensive senior policy is appreciated. We work by the mantra that it’s easier to prevent than to repair and it’s gratifying to see the results of our efforts.”
Facts Examples of senior initiatives implemented at OSL:
OSL has focused on health-related programme, expertise, management and flexible working hours:
- Facilitation of physical activity, energy breaks and greater knowledge about nutrition
- Senior gatherings and mid-life seminars aimed at raising awareness of the responsibility employees have for developing their skills and getting the most out of the second half of their career
- Flexible working hours and additional time off for employees over 62 years of age, with the objective of postponing retirement
- A human resources management programme focusing on ageing and life-stage issues is in development
The Senior Initiative of the Year was established by the Centre for Senior Policy and is awarded to a candidate who in an exemplary manner highlights senior employees as a resource for Norwegian employers and society.