Aspettative e comportamenti di individui e aziende in tema di invecchiamento della popolazione

Laboratorio Riccardo RevelliIl prolungamento della vita lavorativa dei “giovani anziani”:

strategie delle imprese e interventi di politica del lavoro

Aspettative e comportamenti di Aspettative e comportamenti di individui e aziende in tema di individui e aziende in tema di

invecchiamento della invecchiamento della popolazionepopolazione

Antonio [email protected]

Torino, 22 novembre 2006

mailto:[email protected]

A. Golini, Aspettative e comportamenti di individui e aziende, Torino, 22.11.2006

2

A general frameworkFigure 1 – Employment rates for people aged 50-64 (per 100 population) in EU -15, 2002

Source: Eurostat, Labour Force Survey 2003

44.1 44.8 47.2 47.351.4 51.7

55.4 56.060.0 60.7 62.3

67.3

41.040.7

50.6

74.1

0

10

20

30

40

50

60

70

80

Italy

Belgi

um

Luxe

mbo

urg

Austr

ia

Gre

ece

Spain

Ger

man

y

Fran

ce

EU –

15

Irelan

d

Net

herla

nds

Portu

gal

Finl

and

Unite

dK

ingd

om

Den

mar

k

Swed

en

Lisbon goal


3

Figure 2 - Relationship between older workers (50-64) employment rate and younger (15-24) unemployment rate (2002)

Source: Eurostat 2002 processed data - *15-24; ** 50-64

Ireland

Germany

LuxembourgAustria

Netherlands

Denmark

SwedenPortugal

United KingdomEU - 15

Belgium

France

Spain

Finland

GreeceItaly

0.0

5.0

10.0

15.0

20.0

25.0

30.0

30.0 35.0 40.0 45.0 50.0 55.0 60.0 65.0 70.0 75.0 80.0

Elderly people employment rate (**)

You

ng p

eopl

e un

empl

oym

ent r

ate

(*)

A general framework


4

A general frameworkFigure 3 – Difference between legal age and actual age at retirement, EU-15, by gender, 2002

Source: European Commission and Council, Adequate and sustainable pensions, 2003

3.83.4

3.0 2.9 2.8

1.9 1.8 1.8

8.2

0.6 0.4

4.4 4.3 4.13.4

3.0 3.0 3.1 2.9

1.9 1.9

7.5 7.2

5.45.0

4.3 4.1 3.9

5.0 5.4

0.0

1.0

2.0

3.0

4.0

5.0

6.0

7.0

8.0

9.0

Luxem

bourg

Belgiu

m Italy

Austria

Spain

Germany

Netherla

ndsGree

ce

Finlan

d

Portu

gal

Swede

n

Denmark

United

Kingdom Fra

nceIre

land

MalesFemales


5

A general frameworkFigure 4 – Average age at retirement in Italy, by gender, 1960-2002

Source: OECD, Ageing and Employment Policy, Italy, 2004

55

56

57

58

59

60

61

62

63

64

65

1960

-65

1962

-67

1964

-69

1966

-71

1968

-73

1970

-75

1972

-77

1974

-79

1976

-81

1978

-83

1980

-85

1982

-87

1984

-89

1986

-91

1988

-93

1989

-9PP

PP19

90-9

519

91-9

619

92-9

719

93-9

819

94-9

919

95-0

019

96-0

119

97-0

2

Females

Males


6

Figure 5 – Activity rates (per 100 population aged 15-64) by age groups, gender and birth cohort (G), Italy 1941-45 / 1971-75

Source: ILO data, 2003

Maschi

0,0

10,0

20,0

30,0

40,0

50,0

60,0

70,0

80,0

90,0

100,0

25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64

G 1941-45

G 1946-50

G 1951-55

G 1956-60

G 1961-65

G 1966-70

G 1971-75

Femmine

0,0

10,0

20,0

30,0

40,0

50,0

60,0

70,0

80,0

90,0

100,0

25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64

G 1941-45

G 1946-50

G 1951-55

G 1956-60

G 1961-65

G 1966-70

G 1971-75

4a - Males 4b - Females

A general framework


7

The ageing process and the labor market in Italy: The ageing process and the labor market in Italy: findings from two field surveys made on a sample findings from two field surveys made on a sample

of of people people aged 50 to 69 and on one of aged 50 to 69 and on one of companiescompanies

We explored on:

1. Policies and opinions

2. Training

3. Forms of flexible work

4. Desire of retirement

5. Opinions on the need of raising retirement age

Aims of two field surveystwo field surveys


8


I don’t know18.1%

Keep them at work33.6%

Adopt more or less explicit forms of dismissal in any

case11.0%

Adopt more or less explicit forms of

dismissal in critical moments

5.4%

Be indifferent about workers’ choices

31.9%

%Acquired experience 73.6Loyalty towards the company 10.6Ability to lead younger workers 9.2I don’t know 6.5Total 100.0

%A higher work cost compared to younger workers 57.2A lower adaptability towards technical innovations 13.2A lower productivity due to age 12.9A lower aptitude to teamwork 2.8I don’t know 13.9Total 100.0

Source: survey data, Department of demographic Sciences and ISFOL

Q. 41a: Keeping them because of:

Q. 41b: Dismissing them because of:

Figure 6 – The opinion of employed people about their company’s attitude on whether to keep or dismiss workers over 50Q. 40: With respect to workers aged over 50, do you believe that your company or your employer tends to:


9

Figure 7 – Companies according to evaluations about skills and aptitudes of younger and older workers (percentage values; end 2003 – beginning 2004)


0.0

1.9

0.1

8.2

7.5

6.6

15.6

16.4

37.3

35.4

35.4

30.5

33.2

33.6

39.8

45.0

51.1

64.3

65.4

67,8

1,8

11,4

4,6

6,4

3,2

9,2

12,1

10,7

14,2

17,1

17,6

18,7

19,6

33,4

42,4

59,7

90,4

90,8

100.0 75.0 50.0 25.0 0.0 25.0 50.0 75.0 100.0

adaptability to innovations

familiarity w ith IT

creativity

flexibility w ith different duties

general serviceability

group integration

total productivity

absenteeism

respect of hierarchy

w illingness to hard or repetitive tasks

w illingness to w ork overtime

level of attention

w illingness to help co-w orkers

general reliability

personal responsibility

sensitivity tow ards company’s interests

accuracy

ability to lead

loyalty to the company

more positive for younger workers more positive for older workersQ. 15: According to the company’s experience, compare younger (<35) and older (>50) personnel with respect to the aspects listed below

NB: the 100 difference is represented by the ‘substantial equality



10

Figure 8 - Q. 25: In order to face productive and market trend, personnel policies provide for training, conversion and up-grading courses (companies’ answers)

2. Training

no23.2%

yes, for all49.8%

yes, but only for specific categories

of workers20.4%

yes, but only for young personnel

(<35 years)6.6%

yes, but only for older personnel

(>50 years)0.1%



11

Figure 9a - Employed (aged 50-69) who have attended professional training and upgrading courses and period in which the course has taken place (percentage values; June-July 2003)Q. 13: During your professional career, have you been involved in professional training and/or upgrading activities? If yes, Q.13a: When does your last course date back to?

2. Training


No49.1%

Yes50.9%

More than 10 years ago5.3%

1-2 years ago9.7%

Less than 1 year ago

21.1%

2-5 years ago8.4%

5-10 years ago6.5%


12

Figure 9b - Pensioners who have attended professional training and retraining courses and age in which the course has taken place (percentage values; June-July 2003)Q. 13: During your professional career, have you been involved in professional training and/or retraining activities? If yes, Q.13a: How old were you when you attended to last course?

2. Training


up to 394.7%

55-5910.3%

60-643.5%

over 650.4%

n.a.0.4%

No59.1% 40-49

11.2%

50-5410.4%

Yes40.9%


13

3. Forms of flexibile workTable 1 – Companies according to preference towards flexible forms of work to be adopted during the last years of workers’ career (percentage values; end 2003 – beginning 2004)

part-time job sharing other none

53.0 12.8 8.5 36.4

Q. 18: Which forms of flexible work, to be adopted during the last years of workers’ career, could be useful for your company? [may give more than one answer]

Figure 10 – Companies according to forms of consultancy adopted for people aged over 50 who are not employed anymore (percentage values; end 2003 – beginning 2004)

no, not yet32.4%

no, but we will in the future

11.2%

yes, normally6.6%

yes, very rarely49.8%



14

3. Forms of flexibile workTable 2 – Workers and pensioners who would enjoy a gradual form of retirement (percentage values; end 2003 – beginning 2004)

Figure 11 – Employed and pensioner who would enjoy a gradual retirement and would work together with younger workers (percentage values; end 2003 – beginning 2004)

0% 20% 40% 60% 80% 100%

employed

pensioners

Yes No I don't know

Yes No I don’t know

Employed 43.2 44.8 12.0

Pensioner 39.7 47.5 12.8

Q. 36: Would you chose (would you have chosen) a gradual form of retirement, which would allow you to have reduced working hours and a salary that is partially paid by your pension?



15

4. Desire of retirementFigure 12a - Employed workers opinion about their desire and motivations for retirement (percentage values; June-July 2003)Q. 20: If it would only depend on you, would you retire:


As late as possible

17.3%

As soon as possible

49.2%

When my contract expires

25.2%

I don’t know8.2%

%Provided that my economic conditions are suitable 66.4Regardless of my economic conditions 17.7Because of my work environment 15.9Total 100.0

%Provided that my work environment is favourable 38.3In order to reach better economic conditions 31.6Regardless of my economic conditions 30.1Total 100.0

Q. 21a: As soon as possible, and why?

Q. 21b: As late as possible, and why?


16

4. Desire of retirement

Figure 12b - Pensioners’ age at retirement and motivation for retirementQ. 20: What was your age when you retired?


%Achievement of legal contribution limit only 32.7 Health conditions 15.1 Achievement of legal retirement age only 10.7 Achievement of both legal retirement age and contribution limit 7.8 Company’s needs 6.5 Uncertainty about retirement regulations 3.9 Other 23.3 Total 100.0

over 654.2%

55-6457.5%

up to 5435.5%

not answered2.9%

%Achievement of legal retirement age only 63.5Achievement of both legal retirement age and contribution limit 14.9Health conditions 10.6Achievement of legal contribution limit only 8.3Other 2.8Total 100.0

Q. 22: Why did you retire?

Q. 22: Why did you retire?


17

4. Desire of retirementFigure 13 - The opinion of companies about their workers’ desire to anticipate retirement (percentage values; end 2003 – beginning 2004)Q. 22: Do you think that workers would like to anticipate retirement before achieving the legal retirement age?

Yes, provided that they receive

incentives from the company

40.4%

Yes, they would do so anyway

18.2%

I don’t know19.1%

No, generally they would not do so

22.4%



18

4. Desire of retirementFigure 14 - The opinion of employed as concern the age until which one mantains a full capability to work, by age Q.14: In your opinion, up to what age could a person at your age and with your work condition work efficiently?

0,0

10,0

20,0

30,0

40,0

50,0

60,0

50-54 8,8 2,1 0,9 0,0

55 -59 26,2 16,9 5,2 0,0

60-64 39,0 47,5 24,3 18,8

65-69 17,4 24,2 40,9 31,3

70 and over 8,6 9,3 28,7 50,0

50-54 55-59 60-64 65-69

Age

gro

up

Respondents’ age



19

Figure 15 – Companies according to opinions on a five-year extension of the minimum contribution period for retirement (percentage values; end 2003 – beginning 2004)Q.20 – With respect to the activities of your company, do you think that a five-year extension of the minimum contribution period for retirement would be useful?



quite useful16.7%

very useful1.5%

not at all useful20.0%

not very useful23.4%

does not express any

opinion38.5%


20

Table 3 – Companies according to their opinions on policies that could foster employment or older workers’ permanence in the company (percentage values; end 2003 – beginning 2004)



Q. 5: Which one of these policies you think could foster employment or over 50s’ permanence in the company: [may give more than one answer]

Companies (%)

Taxes Reduction 65.1

Upgrading and IT literacy courses 33.4

Other policies 8.5

Creation of public and private centre to make labour and market come closer 5.6

Variability of salary standard according to individual health conditions 5.2

Total 100.0

Total (a.v.) 14.527


21

Figure 16 – The employed workers’ opinion on the urge for raising retirement age (percentage values; June-July 2003)Q. 33: Do you think that is necessary to raise retirement age?


Q. 34: If you think so, what does make it necessary?


I don’t know15.9%

Yes20.8%

No63.3%

%Increase of life expectancy 52.1Improvement of health and life conditions 43.4To contribute to the sustainability of the pension system 36.9I don’t know exactly 4.4


22

Figure 17 – Agreement expressed by employed and pensioners about the effects of the ageing process on the ratio between pensioners and workers (percentage values; June-July 2003)

Q.35 – Population ageing in Italy is changing the ratio between pensioners and workers in an unsustainable way. With respect to this statement you:


disagree19.3%

I don’t know8.4% totally agree

47.2%

partially agree25.1%

disagree19.9%

totally agree47.3%

partially agree21.8%

I don’t know11.1%


employed pensioners


23

8,0

9,0

10,0

11,0

12,0

13,0

14,0

20-34 13,6 12,8 11,2 9,6 8,7 8,4 8,1

50-64 10,3 10,7 10,8 11,4 12,0 13,0 13,4

1995 2000 2005 2010 2015 2020 2025

-400

-300

-200

-100

0

100

200

20-34 -173 -323 -318 -163 -77 -54

50-64 92 21 114 128 185 85

1995-00 2000-05 2005-10 2010-15 2015-20 2020-25

-3,5-3,0

-2,5-2,0

-1,5-1,0-0,5

0,00,5

1,01,5

20-34 -1,3 -2,7 -3,0 -1,8 -0,9 -0,7

50-64 0,9 0,2 1,0 1,1 1,5 0,6

1995-00 2000-05 2005-10 2010-15 2015-20 2020-25

Popolazione di età 20-34 anni e 50-64 anni,

Italia 1995-2025

A

B

C

A popolazione in milioni

B variazione assoluta media annua (in migliaia)

C tasso percentuale di variazione media annua

Fonte: elaborazione propria su dati ONU, 2006


24

Il mercato del lavoroOccorre lavorare tutti di più

Ad oggi in Italia il mercato del lavoro degli anziani e quello dei giovani tendono a non sovrapporsi, poiché:

gli anziani sono meno istruiti, meno qualificati, meno “informatizzati”

i giovani hanno livelli di istruzione più elevati, sono più informatizzati, conoscono lingue straniere (slide A), quindi mirano a posizioni lavorative diverse rispetto ai loro padri (è per questo che non vedono negli stranieri un pericolo per il loro posto di lavoro (D))

Se i giovani accettassero lavori meno qualificanti/ti (slide B), redditi inferiori, e fossero propensi alla mobilità (slide C) potrebbero entrare in concorrenza parziale con i propri padri e/o con gli immigrati stranieri


25

Giovani per titolo di studio, situazione occupazionale e tipologia di rapporto (valori percentuali)

Fonte: elaborazione propria su dati dell’indagine DSD-Isfol, settembre-ottobre 2005

A

Non Lavoratori23,9%

Lavoratori76,1%

Autonomi13,3%

Contratto a tempo indet.

34,2%

Contratto a tempo non

indet.52,4%

Non Lavoratori33,8%

Lavoratori66,2%

Autonomi13,7%

Contratto a tempo indet.

44,9%

Contratto a tempo non

indet.41,4%

Scuola media superiore

Diploma para/universitario

Laurea e più


26

Giovani di 20-34 anni per tipologia di rapporto e grado di conoscenza di una lingua straniera (A) e capacità nell’utilizzo del pc (B) (valori percentuali)


A

0,0

10,0

20,0

30,0

40,0

50,0

Autonomi 16,9 35,5 43,8 3,7Contratto a tempo indet. 12,3 38,5 42,0 7,2Contratto a tempo non indet. 14,9 41,5 41,0 2,7Non lavoratori 13,1 38,8 45,2 2,9

Molto bene Bene Così così Male/No 0,0

10,0

20,0

30,0

40,0

50,0

60,0

70,0

Autonomi 64,9 31,8 3,2Contratto a tempo indet. 61,6 32,5 5,9Contratto a tempo non indet. 62,0 34,3 3,7Non lavoratori 53,7 41,7 4,6

Ottima/Buona Discreta/sufficiente Scarsa/Nessuna

AConosce almeno una lingua straniera?

BQuale capacità ha nell’uso del pc?


27

Tasso di occupazione giovanile (valori percentuali)

0%

10%

20%

30%

40%

50%

60%

70%

Obbligo Diploma superiore Laurea Totale0%

5%

10%

15%

20%

25%

30%

Ue15 Italia Ue15-Italia

A

Fonte: S. Gazzelloni, La partecipazione dei giovani al mercato del lavoro, 15.02.06


28

Tasso di disoccupazione giovanile (valori percentuali)

0%

5%

10%

15%

20%

25%

30%

35%

Obbligo Diploma superiore Laurea Totale0%

5%

10%

15%

20%

25%

Ue15 Italia Italia-Ue15

A

Fonte: S. Gazzelloni, La partecipazione dei giovani al mercato del lavoro, 15.02.06


29

0,0

10,0

20,0

30,0

40,0

50,0

60,0

70,0

80,0

90,0

Si No

ottime/buone

discrete

sufficienti

insufficienti

0,0

10,0

20,0

30,0

40,0

50,0

60,0

70,0

80,0

90,0

Si No

in b

ase a

lla co

ndizi

one

econ

omica

del

la fam

iglia

di o

rigin

e

Se non trovasse un lavoro con contratto, accetterebbe un lavoro senza contratto (in nero)?

Se non trovasse un lavoro corrispondente alla sua qualificazione professionale, accetterebbe un lavoro diverso?a) b)

0,0

10,0

20,0

30,0

40,0

50,0

60,0

70,0

80,0

90,0

Si No

laurea epiù/diplomaparauniv.

Scuola mediasuperiore

Scuola mediainferiore

0,0

10,0

20,0

30,0

40,0

50,0

60,0

70,0

80,0

90,0

Si No

in b

ase

all'u

ltim

o tit

olo

di s

tudi

o co

nseg

uito

c) d)

Giovani di 20-34 anni che cercano lavoro per condizione economica della famiglia di origine (a-b) e titolo di studio conseguito (c-d), in base alle disponibilità ad accettare un lavoro senza contratto o un lavoro non corrispondente alla propria qualifica professionale (valori percentuali)


B

a) b)

c) d)


30


C

Giovani di 20-34 anni che cercano lavoro, per sesso e propensione a spostarsi (valori percentuali)

Dom: In termini generali, dove sarebbe disposto a lavorare?

0,0

10,0

20,0

30,0

40,0

50,0

60,0

Esclusivamentenel mio comune

In un comunediverso da

quello dove vivedal quale poter

rientraregiornalmente



rientrare nel finesettimana

Anche nel restod'Italia

Anche in un altropaese europeo

Anche in un altropaese non

europeo

Maschi Femmine Totale


31


C’

Giovani di 20-34 anni che lavorano, per sesso e propensione a spostarsi (per migliorare la propria situazione) (valori percentuali)

Dom: Lei sarebbe disposto a trasferirsi stabilmente, se Le offrissero un lavoro per migliorare la sua situazione?

0,0

10,0

20,0

30,0

40,0

50,0

60,0

In nessuna parte In un comunediverso da


rientraregiornalmente



rientrare nel finesettimana

Anche nel restod'Italia

Anche in un altropaese europeo

Anche in un altropaese non

europeo

Maschi Femmine Totale


32Fonte: elaborazione propria su dati dell’indagine DSD-Isfol, settembre-ottobre 2005

C

PROPENSI PURCHE’ NON PROPENSI PERCHE’:

Giovani di 20-34 anni che cercano lavoro, per sesso e propensione a spostarsi (valori percentuali)

0 10 20 30 40 50 60 70

No, nessuna in particolare

Sì, una retribuzione più alta

Sì, maggiore stabilità e s icurezzadel posto di lavoro

Sì, mansioni più qualificate

Sì, migliori possibilità di carriera

Altro specificare

Maschi

Femmine

0 10 20 30 40 50 60 70

Voglio rimanere attaccato al mioterritorio

Non voglio allontanarmi dal(la)mio/a partner

Motivi familiari

Sarei costretto a perdere ladisponibilità di una casa

Abbasserei il mio tenore di vita

Altro

Maschi

Femmine



C

PROPENSI PURCHE’ NON PROPENSI PERCHE’:

Giovani di 20-34 anni che lavorano, per sesso e propensione a spostarsi (valori percentuali)

0 10 20 30 40 50

Sì, unaretribuzione

più alta

Sì, maggiorestabilità e

sicurezza delposto di lavoro

Sì, mansionipiù qualificate

Sì, miglioripossibilità di

carriera

Altrospecificare

Maschi

Femmine

0 10 20 30 40 50

Voglio rimanere attaccato almio territorio

Non voglio allontanarmi dal(la)mio/a partner

Motivi familiari

Sarei costretto a perdere ladisponibilità di una casa

Abbasserei il mio tenore divita

Altro

Maschi

Femmine



D

Percentuale di giovani 20-34 anni per tipologia di rapporto che sono del tutto d’accordo con le affermazioni seguenti (valori percentuali)Dom: La disoccupazione giovanile è considerata un problema importante nella società italiana. Quanto è d’accordo con le affermazioni elencate di seguito

Affermazione

Lavoratori

Non lavoratori Totale

AutonomiCon contratto a

tempo indeterminato

Con contratto a tempo NON

indeterminato

1. La preparazione professionale dei giovani è inadeguata 24.1 27.4 27.4 19.5 24.6

2. I sindacati tutelano solo i già occupati 31.0 22.7 28.3 23.7 25.5

3. Il progresso tecnologico riduce i posti di lavoro 19.1 21.3 19.5 18.8 19.7

4. L’economia non offre un posto a tutti coloro che vogliono lavorare 31.2 35.5 40.9 46.6 40.2

5. Il Governo non affronta seriamente il problema disoccupazione giovanile 35.3 46.3 44.8 47.9 45.3

6. Gli immigrati tolgono lavoro agli italiani 16.8 11.4 13.9 13.6 13.4

Totale dei giovani in valore assoluto 799 943 2 365 296 2 439 290 2 591 272 8 195 801


35

Demography, aging and GDP

GDP Employed WAPGDP = ------------- * ---------------- * ------------- * Population Employed Working Age Population Population |productivity| | economic components ||demographic components|

Fonte: Leanza, 2005


36

Demography, aging and GDP GDP Employed WAPGDP = ------------- * ---------------- * ------------- * Population Employed Working Age Population Population

11,711.8 139.3 164.911,711.8 = --------- * --------- * -------- * 293.7 USA 139.3 164.9 293.7

1,677.8 22.4 32.21,677.8 = --------- * --------- * -------- * 57.6 ITALY 22.4 32.2 57.6

11,711.8 84.1 0.845 0.561 293.7 USA------------ = --------- * --------- * ---------- * --------- ----------- 1,677.8 74.9 0.696 0.559 57.6 ITALY

USA 6.98 = 1.12 * 1.21 * 1.00 * 5.10 -----------

ITALY

GDP (current US$) in billions, 2004 source: World Bank

Employed in millions, 2004 source: USA, ILO; ITALY, ISTAT

WAP (population. aged 20-59) in millions, 2005 source: UN, population estimates

Population in millions, 2004 source: World Bank


37

Population by broad age group: less than 15, 15-59, 60 and over Italy, 1950-2050 medium variant)

Source: UN, World Population Prospects. The 2002 Revision (medium variant), New York, 2003

5,0

10,0

15,0

20,0

25,0

30,0

35,0

40,0

0-14 12,4 12,2 12,4 12,7 13,2 13,4 12,6 11,1 9,0 8,6 8,2 7,9 7,4 6,9 6,3 6,1 6,0 6,1 6,1 6,0 5,815-59 28,9 30,3 30,9 31,8 31,9 32,4 34,3 35,1 35,7 35,9 35,5 34,9 33,8 32,7 31,2 29,0 26,5 24,1 22,5 21,6 20,860+ 5,8 6,2 6,8 7,6 8,7 9,6 9,6 10,4 12,0 12,8 13,8 14,4 15,4 16,0 16,7 17,9 19,0 19,9 19,8 19,2 18,2

1950 1955 1960 1965 1970 1975 1980 1985 1990 1995 2000 2005 2010 2015 2020 2025 2030 2035 2040 2045 2050


38

Il mercato del lavoroUna conclusione che dal versante

demografico sembra chiara: in presenza di una più o meno forte attesa

diminuzione della popolazione in età lavorativa, occorre lavorare tutti di più e più a lungo.

Far crescere la produttività anche per questa via contribuisce a far crescere l’economia e quindi i posti di lavoro,

pure di medio-alto profilo per i giovani, mantenendo alta l’occupazione dei

giovani anziani

Documents

Aspettative e comportamenti di individui e aziende in tema di invecchiamento della popolazione