The workplace challenge of ageing demographics in Hong Kong

In Hong Kong longer life expectancy coupled with a decline in the birth rate has resulted in an unprecedented and rapid ageing population (Leigh, 2006). Although the HK authorities have been focusing on social and public policies that could help limit the fiscal impact of ageing little attention has been paid to promoting the employment of older workers (Chan and Wang, 2009). This stance is intriguing because in many parts of the developed world where population ageing is similarly pressing employers are widely recognised as key stakeholders in adapting labour markets to help rise to the age challenge (United Nations 2002; Heller, 2006). It is also widely agreed that older employees would be amenable to staying in work for more years either for financial or intrinsic reasons (Jackson, et al, 2006), especially in the context of increasing longevity. Not only could a more inclusive approach to the retention and recruitment of older employees in the workforce help reduce the economic impact of population ageing but it could also lead to the better utilisation of the pool of available skills and resources (Beck, 2009).As part of a broader and enduring package of globally-networked research this proposed contribution adds to the extant age management literature by centring on an economy which features a relatively limited state social security system and employment regulations coupled with distinct cultural values which could impact the balance of responsibility between the employer, state and employee in preparing for increased longevity. In particular, HK is on the cusp of becoming a super-aged society, is heavily inter-connected globally and could provide important lesson learning opportunities for mainland China and major cities in the region.