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"Regardless of age" : Australian university managers' attitudes and practices towards older academics

- Earl, Catherine, Taylor, Philip, Cannizzo, Fabian

Authors: Earl, Catherine , Taylor, Philip , Cannizzo, Fabian
Date: 2018
Type: Text , Journal article
Relation: Work, Aging and Retirement Vol. 4, no. 3 (2018), p. 300-313
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Description: As with other industrialized nations Australia's population is aging and older workers are encouraged to work for longer. At the same time, Australia's university sector, which is aging, is being reconfigured through changes that potentially marginalize its older workers as higher education institutions try to become more competitive in a global market. In this context, youthfulness appears to embody competitiveness and academic institutions are increasingly aspiring to a young workforce profile. This qualitative article builds on previous research to explore to what extent ageist assumptions shape attitudes to older workers and human resource management (HRM) practices within Australian universities even when HRM practitioners are well versed in antidiscrimination legislation that (unlike the Age Discrimination in Employment Act in the United States) applies to workers of all ages. Semistructured interviews conducted with 22 HRM practitioners in Australian universities reveal that university HRM practices generally overlook the value of retaining an older workforce by conflating "potential" with "youthfulness," assuming that staff potential and performance share a negative correlation with age. While mostly lower-ranked institutions have attempted to retain older academics to maintain an adequate labor supply, this study finds that university policies targeting the ongoing utilization of older workers generally are underdeveloped. Consequently, the availability of late career employment arrangements is dependent upon institutions' strategic goals, with favorable ad hoc solutions offered to academics with outstanding performance records, while a rhetoric of performance decline threatens to marginalize older academic researchers and teachers more generally.

A 'new deal' for older workers in the United Kingdom?

- Taylor, Philip

Authors: Taylor, Philip
Date: 2017
Type: Text , Book chapter
Relation: Ageing and the Transition to Retirement: A Comparative Analysis of European Welfare States p. 186-204
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Description: This chapter considers the factors that have influenced the well-documented decline in the participation of older workers in the United Kingdom (UK) labour market and how policy making has responded to the new imperatives brought into focus by demographic ageing. Since the 1970s economic and structural changes linked to worldwide shifts towards liberal economic thinking have had a real effect upon traditional industries such as manufacturing, mining and construction, and on the ability of older people to sustain their position in the labour force. Demographic shifts in the UK have changed the age composition of the workforce, with the result that there has been a steep increase in the number of people of pensionable age compared with those of working age. A notable feature of employment among older workers is their rate of self-employment, which tends to be higher than for other age groups. Health considerations often play a major role in retirement behaviour. © Tony Maltby, Bert de Vroom, Maria Luisa Mirabile and Einar Øverbye 2004.

After work? Understanding older women’s portfolio life transitions

- Taylor, Philip, Earl, Catherine, Brooke, Elizabeth, McLoughlin, Christopher

Authors: Taylor, Philip , Earl, Catherine , Brooke, Elizabeth , McLoughlin, Christopher
Date: 2021
Type: Text , Book chapter
Relation: Retiring women : work and post work transitions Chapter 7 p. 111-119
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Description: Chapter 7 reports qualitative interviews with older women about the pursuit of an active, fulfilling and productive retirement, and the mechanisms that promote these outcomes. Contrary to notions of the blended lifecycle, analysis reveals a stark division between paid work and retirement for many women at the same time as an ongoing commitment to socially valued and productive albeit unpaid activities that form a portfolio career. Furthermore , analysis reveals an increased sense of autonomy and control over decision making among retired women that contrasts with their experiences of paid employment.

Ageing and the labour market - A comparison of policy approaches

- Frerichs, Frerich, Taylor, Philip

Authors: Frerichs, Frerich , Taylor, Philip
Date: 2009
Type: Text , Book chapter
Relation: Social Policy in Ageing Societies: Britain and Germany Compared p. 46-81
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Description: Both Germany and the UK are experiencing substantial ageing of their workforces and, simultaneously, their workforces are shrinking. At the same time it is important to note that older workers, particularly men, have been regarded by employers and policy makers as a reserve labour army in the past in both countries (Naegele and Walker, 2002a). Older workers have been confronted with numerous forms of direct and indirect discrimination in both the workplace and in the labour market in general. The result has been long-term unemployment and non-employment among older workers. Employment rates of older workers in both countries have declined dramatically over the past twenty years, although significant differences between the United Kingdom and Germany can be observed (Walker, 2002a). Low labour market participation rates are mainly due to early retirement schemes in Germany, which have been implemented in past decades (Naschold et aI., 1994; Ebbinghaus, 2001) and due to usage of occupational pension schemes, disability benefits as quasi-early retirement, early retirement schemes and discouragement from staying in work in the UK (Taylor and Walker, 1996; Taylor and Unwin, 1999). Although early exit pathways have been terminated or their scope limited and there is an increasing emphasis on prolonging working life, the legacy in terms of promoting negative views of older workers is persistent. [Introduction]

Ageing labour forces: promises and prospects

- Taylor, Philip

Authors: Taylor, Philip
Date: 2008
Type: Text , Book
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Description: This provocative book considers the changing status of older workers, the evolution of public policy on age and work and the behaviour of employers. It attempts to answer the critical question: In an ageing society, can older workers look forward to the prospect of longer working lives with choice and security and make successful transitions to retirement? "Ageing Labour Forces" challenges the current stance of many governments and observers concerning policies to extend working lives. It utilises perspectives and case studies from public policy, employment policy and the attitudes and behaviour of older people.Philip Taylor argues that older workers have been at the forefront of industrialized society's efforts to respond to the crisis facing social welfare systems and the economic threats associated with population ageing. Their involvement has forced the restructuring of economies, adjustments to social welfare systems as well as redefinitions to the actual concept of old age. Containing contributions from leading researchers in a number of countries, this work will appeal to academics and researchers interested in work, ageing and public policy as well as labour economics

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Ageism and age discrimination in the labour market and employer responses

- Taylor, Philip

Authors: Taylor, Philip
Date: 2011
Type: Text , Technical report
Relation: Older workers: Research readings. p. 46-63
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Description: This paper reviews what is known about employer attitudes, policies and practices in relation to the employment and retention of older workers. Age discrimination appears to play an important role in the labour market. Older and younger workers may be prevented from working entirely, or from progressing at work because of age-discriminatory policies and practices. These may be based on ageist attitudes and assumptions about an individual’s motivation, experience, abilities, skills or knowledge. Other influences can be transmitted via human resource management policies, company ethos and marketing.
Description: 2014100138

Australian employer usage of the practice of offering reduced working hours to workers close to retirement : Extent and determinants

- Taylor, Philip, Earl, Catherine, McLoughlin, Christopher

Authors: Taylor, Philip , Earl, Catherine , McLoughlin, Christopher
Date: 2016
Type: Text , Journal article
Relation: Australasian Journal on Ageing Vol. 35, no. 2 (2016), p. E13-E17
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Description: Aim: This study aimed to determine factors associated with the implementation by employers of the practice of offering reduced working hours for workers nearing retirement. Methods: Data came from a survey of 2000 employers of more than 50 employees each (30% response rate). Results: A minority (33%) of employers offered reduced working hours to older workers nearing retirement. Factors associated with offering reduced working hours were: expecting workforce ageing to cause a loss of staff to retirement; being a large employer; being a public/not-for-profit sector employer; not experiencing difficulties recruiting labourers; having a larger proportion of workers aged over 50; experiencing national competition for labour; not experiencing difficulties recruiting machinery operators/drivers; not expecting workforce ageing to increase workplace injuries; and experiencing difficulties with the quality of candidates. Conclusion: A minority of employers were found to offer reduced working hours to those nearing retirement. Factors associated with their propensity to do so included industry sector, size of employer, concerns about labour supply and the effects of workforce ageing. © 2016 AJA Inc.

Challenges for the workforce development of older workers in Brazil

- Monteiro, Ines, Taylor, Philip, Iguti, Aparecida Mari, Cummings, Phyllis

Authors: Monteiro, Ines , Taylor, Philip , Iguti, Aparecida Mari , Cummings, Phyllis
Date: 2015
Type: Text , Journal article
Relation: Public Policy & Aging Report Vol. 25, no. 4 (2015), p.
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Description: This sociodemographic country profile provides important background information to anticipate future demand for services in this middle-income country. Of Brazil’s population of 204 million people, 13% (about 26 million) are aged 60 and above. Life expectancy is 78.5 years for women and 71.2 for men. Currently, 31.9% of the population is aged between 40 and 69. Of those aged 60 or above, 55% are women, 53.4% are white, and 83.9% live in urban areas. As with other Latin American countries, Brazil is experiencing a marked increase in the aging of its population, with the percentage of those aged 65 and above projected to increase from 6.1% in 2005 to 19.4% in 2050 (Jackson, Strauss, & Howe, 2011). In fact, developing nations like Brazil will begin to converge with Japan, where by 2050 more than 40% of the population will be aged 60 or above (Beard et al., 2011). In response, alongside reforms to its social security system, it is argued that older workers in Brazil should be encouraged to remain longer in the labor force and postpone retirement while being productive (Gragnolati et al., 2011).

Conclusion: public policy leadership and change for women’s work and retirement

- Taylor, Philip, Earl, Catherine, Brooke, Elizabeth, McLoughlin, Christopher

Authors: Taylor, Philip , Earl, Catherine , Brooke, Elizabeth , McLoughlin, Christopher
Date: 2021
Type: Text , Book chapter
Relation: Retiring women : work and post work transitions Chapter 10 p.147-151
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Description: With current policy concerns about shortfalls of labour supply and effects on the social welfare system due to population ageing, there is a need to understand the factors that shape women's choices about if, when and how to retire. Recent trends indicating the increased workforce participation of women demand new policy responses to the end of careers and retirement transitions to sustain acceptable levels of participation and productivity. This book is innovative in that it will examine constellations of factors that disadvantage or advantage women's career and retirement trajectories against a backdrop of public policy efforts to extend working lives.

Customizing women’s portfolio work and ‘retirement’ careers

- Taylor, Philip, Earl, Catherine, Brooke, Elizabeth, McLoughlin, Christopher

Authors: Taylor, Philip , Earl, Catherine , Brooke, Elizabeth , McLoughlin, Christopher
Date: 2021
Type: Text , Book chapter
Relation: Retiring women : work and post work transitions Chapter 8 p. 122-134
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Description: Chapter 8 reports qualitative interviews with older women, drawing from the concepts of biographical work-life balance and portfolio careers. It focuses on older women who were in part-time work but who self-identified as having made a transition to retirement. Many had longstanding careers and stable networks, accrued skills and financial resources, supported a well-endowed quality of portfolio lives, whereas those who experienced ‘unbalanced’ portfolio retirement were more likely to be lacking resources from their working lives. The analysis reinforces the notion that retirement should be viewed as a process and not an event and that it is impossible to tell a single story of women's post-work transitions.

Discriminatory practices of older workers in an ageing residential care workforce

- Earl, Catherine, Taylor, Philip

Authors: Earl, Catherine , Taylor, Philip
Date: 2016
Type: Text , Journal article
Relation: International Journal of Work Innovation Vol. 1, no. 4 (2016), p. 391-412
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Description: Job opportunities for older workers in the residential care sector are strong so there appears to be little age discrimination against them in recruitment, but it has been recognised that in the workplace age- and gender-based stereotyping challenges the efficacy of age management and generates intergenerational issues. This article focuses on the ageing of the female-dominated workforce in an Australian residential care organisation. Firstly, it argues age-based discriminatory practices are not only directed towards older workers but may also affect younger workers. Secondly, it argues older workers are not only the victims of discrimination but may discriminate against both younger and older co-workers. In doing so, they may draw on perceptions of age, gender and other attributes, including skills, qualifications and status in the organisational hierarchy. The potential policy implications of this complexity of age prejudices in terms of labour shortages and inclusive management practices are briefly discussed.

Employees, employers and the institutions of work: The global competition for terrain in the ageing workforce agenda

- Jorgensen, Bradley, Taylor, Philip

Authors: Jorgensen, Bradley , Taylor, Philip
Date: 2008
Type: Text , Journal article
Relation: Foresight :The Journal for Future Studies, Srategic Thinking and Policy Vol. 10, no. 1 (2008), p. 22-36
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Description: Purpose – The purpose of this paper is to assess risks and prospects for older workers and to provide a number of recommendations designed to marshal the interests of employees, business and government. - - Design/methodology/approach – The paper examines the terrain of competing interests and dynamic complexities of workforce ageing, by elaborating on the topic of economic globalisation, the policy approaches adopted by government, the actions taken by industry and the working and life preferences of older workers. - - Findings – In the absence of a deep understanding of the current relationship between demographic ageing, the labour market and economic globalisation, the policy aspirations of government face the prospect of limited success. The currently popular premise, that ageing populations go hand-in-hand with ageing workforces, appears to be contradicted by much of the available evidence, which points to rather more complex scenarios, in which outcomes are uncertain, but clearly where late career workers may not necessarily fare well. - - Originality/value – The paper brings analysis to the area of ageing populations and the labour market in the context of globalization – a complex and important topic that is usually dealt with far too simply.

European employers policies concerning career management and learning from a life-span perspective

- Taylor, Philip, Brooke, Elizabeth, Di Biase, Tia

Authors: Taylor, Philip , Brooke, Elizabeth , Di Biase, Tia
Date: 2010
Type: Text , Book chapter
Relation: Soziale Lebenslaufpolitik p. 474-497
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Description: This chapter considers the characteristics of employer practices concerning age management, with specific reference to career management and learning among European employers. Using data collected for a recent European study of employer behaviour regarding workforce ageing we conceptualise the policy approach in organizations and how this is manifested in the experiences of employees. The chapter begins by examining recent changes in the way career management and learning are viewed, particularly the shift away from conceptualisations based on the notion that career management and learning are the prerogative of the young towards a perspective based on a more inclusive notion of career management learning taking place at different transition points in the lifecycle.

European employers policies concerning career management and learning from a life-span perspective

- Taylor, Philip, Brooke, Elizabeth, Di Biase, Tia

Authors: Taylor, Philip , Brooke, Elizabeth , Di Biase, Tia
Date: 2010
Type: Text , Book chapter
Relation: Soziale Lebenslaufpolitik p. 474-497
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Description: This chapter considers the characteristics of employer practices concerning age management, with specific reference to career management and learning among European employers. Using data collected for a recent European study of employer behaviour regarding workforce ageing we conceptualise the policy approach in organizations and how this is manifested in the experiences of employees. The chapter begins by examining recent changes in the way career management and learning are viewed, particularly the shift away from conceptualisations based on the notion that career management and learning are the prerogative of the young towards a perspective based on a more inclusive notion of career management learning taking place at different transition points in the lifecycle.

Everyday discrimination in the Australian workplace : Assessing its prevalence and age and gender differences

- Taylor, Philip, McLoughlin, Christopher, Earl, Catherine

Authors: Taylor, Philip , McLoughlin, Christopher , Earl, Catherine
Date: 2018
Type: Text , Journal article
Relation: Australasian Journal on Ageing Vol. 37, no. 4 (2018), p. 245-251
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Description: Objective: This study aimed to increase understanding of the nature and prevalence of discriminatory experiences in the workplace, focusing on issues of age and gender. Methods: The concept of everyday discrimination was operationalised in a survey of a representative sample of Australian workers. Results: It was observed that overall, experiences of everyday discrimination were rare. Among men, such experiences declined with age, whereas for women almost no age differences were observed. Conclusion: It is argued that the nature of labour market age barriers has been misunderstood and the extent of discrimination faced by older workers possibly overstated.

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