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Age equality in education and training

Ageism and age discrimination in the labour market and employer responses

  • Authors: Taylor, Philip
  • Date: 2011
  • Type: Text , Technical report
  • Relation: Older workers: Research readings. p. 46-63
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  • Description: Technical report
  • 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

Bridging the grey divide : An international perspective on the ageing workforce and longer working lives

Review: agendas in researching ageing and work

Older workers: past, present and future

Introduction: older worker in an ageing society

  • Authors: Taylor, Philip
  • Date: 2013
  • Type: Text , Book chapter
  • Relation: Older Workers in an Ageing Society: Critical topics in research and policy p. 1-16
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  • 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.

The social construction of retirement and evolving policy discourse of working longer

  • Authors: Taylor, Philip , Earl, Catherine
  • Date: 2016
  • Type: Text , Journal article
  • Relation: Journal of Social Policy Vol. 45, no. 2 (2016), p. 251-268
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  • Description: This article is concerned with the evolving social construction of older workers and retirement. Evolving and competing 'world-views' from public policy, and social advocacy of productive and vulnerable older workers, are described and critiqued. Contradictions and disjunctions, in terms of public policies aimed at changing employer behaviour towards older workers, are identified. It is argued that present representations of older workers have serious flaws that provide a weak basis for policy development and may not only undermine the prospects for overcoming prejudicial societal attitudes but may in fact strengthen them. It is further argued that sheltering older workers in employment placements will inevitably limit the extent and nature of their participation. Instead, the mainstreaming of their employment is justified, bearing in mind negative attitudes towards ageing. © 2015 Cambridge University Press.

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

  • 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.

Sing if your glad to be grey. Working towards a happier older age in the United Kingdom

European union for older workers

Is early retirement history?

  • Authors: Taylor, Philip
  • Date: 2011
  • Type: Text , Book chapter
  • Relation: Older Workers in a Sustainable Society Chapter 18 p. 225-233
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  • 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.

‘Falling between the cracks: Older women and organizational policy-making'

Ageing labour forces: promises and prospects

  • 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

Planning for an ageing workforce

The role of partial retirement in organizational policy making in Australia

Ageing and the labour market - A comparison of policy approaches

  • 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]

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

  • 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.

Reconceptualising work-retirement transitions: Critiques of the new retirement and bridge employment

  • Authors: Earl, Catherine , Taylor, Philip
  • Date: 2017
  • Type: Text , Book chapter
  • Relation: Ageing, Organisations and Management : Constructive Discourses and Critical Perspectives Chapter 15 p. 323-344
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  • Description: There is an extensive and growing research literature, particularly in the psychology and management disciplines, concerning ‘bridge employment’ which, it is argued, is increasingly occurring between the end of a career job and full retirement. However, this area is undertheorised and lacking a long view in terms of an appreciation of the wider literature concerned with work and retirement, in particular being informed by the political economy and lifecourse perspectives. Bridging the gap between work and retirement is of current concern as governments push out the ages at which people work and retire, with retirement, once considered the moral foundation of social welfare systems, being refashioned as a kind of unemployment. This chapter takes a critical stance on what we describe as the new retirement and the concept of bridge employment, questioning the motives for the emergence of the former and the latter’s utility for researchers and policymakers as a lens through which to view the evolution of work–retirement transitions.

Managing the working body: active ageing and limits to the 'flexible' firm

  • Authors: Brooke, Elizabeth , Taylor, Philip , McLoughlin, Christopher , Di Biase, Tia
  • Date: 2013
  • Type: Text , Journal article
  • Relation: Ageing & Society Vol. 33, no. 8 (2013), p. 1295-1314
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  • Description: Workforce ageing is considered in the context of four Australian employing organisations which are each in the process of change. In these organisations, perceptions regarding the relationship between the declining body and productivity led to a depreciation of the value of older workers and their consignment to less productive edges of organisations. While this was viewed as benefiting older workers, it was also acknowledged that workforce ageing will place severe constraints on the use of such practices, already regarded with suspicion by operational managers responsible for cost containment. Policies which aim to restrain biological and psychological decline, by supporting individual functional capacity and health, workplace design and ergonomics and developing the work community are advocated.

Conclusions: the prospects of ageing labour forces