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What Challenges And Opportunities Do The

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What Challenges And Opportunities Do The
What challenges and opportunities do the key changes in demographic diversity in the labour market over the last fifty years provide organisations with? What broad approaches and strategies can organisations apply to minimise the challenges and maximise the opportunities?

Name：WENLU YANG
Tutor： AGENIESZKA
Course：Managing Equality and Diversity
Pin number：P12008122
Date：6th

1.0 Introduction
1 The last fifty years has witnessed significant changes in demographic diversity in the labour market, especially the rapid development of the population aging. Population aging is the objective law of social development which has become a universal phenomenon and also has aroused extensive attention. More importantly, an ageing population means an ageing workforce. Labor shortages and deferred retirement policy will force employers draw from an expanding pool of elder people. Undoubtedly, aging workforce has a great influence on the enterprises positively and negatively. Thus there is a profound and practical significance for organisations to attach great importance to the changes of population aging in the labour market. Whether the organisations have taken full advantage of approaches and strategies and adopted appropriate measures to prepare for the impact of demographic change on the labour market became an important factor of determining enterprise 's success or failure.

This essay will first analyze the challenges and opportunities presented by the changes of population ageing in demographic diversity in the labour market over the last fifty years for enterprises and will then go on to consider the broad approaches and strategies that can make sure organisations to grasp the opportunities and meet the challenges.

2.0 Main body
2.1 Key changes in demographic diversity in the labour market
1 Over the past 50 years, the most visible change in demographic diversity in the labour market is that the labour force is ageing.The ageing population grew


References: Gill, K and Anne-marie, G.(2010).The Dynamics of Managing Diversity; A Critical Approach, 3rd Edition, Oxford: Elsevier Butterworth-Heinemann, pp. 35. .(2012).Mind the gap, warns CIPD: ageing workforce will be essential to meet employment deficit and avoid organisations risking competitive edge, available from, http://www.cipd.co.uk/pressoffice/press-releases/ageing-workforce-essential080312.aspx, accessed 27 November 2013 Department for Work & Pensions .(2012). Workers Statistical Information Booklet: quarter 2, 2012, available from, https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/142752/employing-older-workers-case-studies.pdf, accessed 27 November 2013 Office for National Statistics.(2012).Older Workers in the Labour Market, 2012, available from, http://onlinelibrary.wiley.com/doi/10.1002/psp.420/abstract, accessed 27 November 2013 Ministry of Business, Innovation & Employment.(2012). Workforce 2020, available from, http://www.dol.govt.nz/services/LMI/workforce2020/index.asp, accessed 28 November 2013 Moira, S.(2013). 2013/14 Annual Plan for British Columbia, available from, http://www.eia.gv.bc.ca/programs/epbc/docs/lmda-annual-report-2013-14.pdf, accessed 29 November 2013 Mirjana,R.(2013). An Aging Workforce: Employment Opportunities and Obstacles, available from, http://cadmusjournal.org/node/312, accessed 30 November 2013 Matt,C.(2013).Expect to work until you 're 70 because ageing Britain is 'running out of employees ',ministers warn,available from, http://www.dailymail.co.uk/news/article-2309293/Over-60s-retirement-ageing-Britain-running-workers-ministers-warn.html, accessed 1 December 2013
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