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.
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]
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
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:
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:
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).
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.
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.
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.
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.
Description:
In this article we explore the importance of ‘everyday discrimination’ and other psycho-social variables for psychological wellbeing, considering differences according to age, gender and socio-economic position. Using employee survey data collected within Australian organisations we explore a statistically reliable model of the relationship between aspects of the psycho-social work environment, psychological wellbeing and job satisfaction. The employee survey was carried out in two phases during mid-2007 and mid-2008 in a national university, two international freight terminals of a large international airline, a national manufacturing company and the roadside assistance division of a motoring organisation. Structural Equation Modelling was used to configure a model including psycho-social factors: respect, support, training, job insecurity and personally meaningful work. Everyday discrimination and consultation with supervisor were considered in terms of their direct effect on psychological wellbeing and job satisfaction and their indirect effect via the psycho-social factors enumerated above. Importantly, this generalised model attempts to describe the interrelations of these factors effectively for various age groups, gender and socio-economic position. We identify age, gender and socio-economic differences in the strength and relative importance of these relationships. A further validation study with an independent sample will be required to verify the model proposed in this article. The implications for the design of workplace interventions concerned with age discrimination are discussed.
Description:
This chapter briefly describes the changing position of older workers in labour markets. Working longer is high on the agenda of policymakers in most of the industrialized nations as they wish to minimize the 'burden' presented by the ageing of populations, namely the sustainability of pensions and healthcare systems, while there are also supposed threats to the labour supply as the 'Baby Boomers' retire and young labour market entrants are fewer. However, critical thinking on the issue of ageing and work has been lacking in current debates, in particular how policy objectives are to be achieved, at what cost, and in particular, what the role of employers and the risks for older people will be.
Description:
This chapter briefly describes the changing position of older workers in labour markets. Working longer is high on the agenda of policymakers in most of the industrialized nations as they wish to minimize the 'burden' presented by the ageing of populations, namely the sustainability of pensions and healthcare systems, while there are also supposed threats to the labour supply as the 'Baby Boomers' retire and young labour market entrants are fewer. However, critical thinking on the issue of ageing and work has been lacking in current debates, in particular how policy objectives are to be achieved, at what cost, and in particular, what the role of employers and the risks for older people will be.
Description:
A vast range of policymaking on age and work among most of the industrialised nations for more than a decade has been concerned with reversing the previous two decades' trend towards the early withdrawl of older people from the labour market. A slew of other policy announcements around issues of protracting the age of retirement can be expected in years to come as the ageing of the global population continues.
Description:
A combination of age and gender factors shape older women’s workplace experiences. Age advocacy groups, together with many academic commentators, argue in favor of workplace flexibility, pointing to benefits for both older workers and their employers. But knowledge about the policies of organizations and how they are enacted by managers is still rudimentary. What do managers understand flexibility to mean and how do they implement flexible working options? What are the perceived benefits and costs of flexibility for organizations and for older women workers? Drawing on qualitative interviews conducted with 58 human resource managers, this article considers the provision of flexible working arrangements targeting older women in Australia within 3 industry sectors: financial services, public sector, and higher education. Interviews revealed a gap between policy and practice regarding the management of older women workers. We argue that the efficacy of line managers and their willingness to innovate are crucial in managing such workers and prolonging their working lives.