scholarly journals How Skill Requirements Affect the Likelihood of Recruitment of Older Workers in Poland: The Indirect Role of Age Stereotypes

2019 ◽  
Vol 34 (4) ◽  
pp. 550-570 ◽  
Author(s):  
Konrad Turek ◽  
Kène Henkens
Keyword(s):  
Older People ◽  
Labour Market ◽  
Older Workers ◽  
Real Life ◽  
Age Discrimination ◽  
Age Bias ◽  
Age Stereotypes ◽  
Skill Requirements ◽  
And Training

This article analyses the role of age stereotypes in the employability of older people. Unlike in existing studies, we shift emphasis from a direct consideration of stereotypes, focusing instead on skill requirements during recruitment. Using five waves of an employer survey from Poland, we assess how the likelihood of recruiting people over 50 years old depends on the skill requirements of the post. This study uses a real-life framework by referring to existing vacancies and actual requirements that reflect labour demands at the scale of an entire national labour market. The results suggest that some requirements lead to age bias during recruitment, and the chances of an older candidate being hired are especially hindered in jobs requiring computer, physical, social, creative and training skills. By illustrating an indirect link between age stereotypes and age discrimination, this study contributes to an understanding of the mechanisms that reduce employability of older people.

How Different is the Older Labour Market? Attitudes to Work and Retirement among Older People in Britain

2006 ◽  
Vol 5 (4) ◽  
pp. 485-494 ◽  
Author(s):  
Stephen McNair
Keyword(s):  
Older People ◽  
Labour Market ◽  
Older Workers ◽  
Working Life ◽  
Successful Implementation ◽  
Limited Evidence ◽  
National Surveys ◽  
The Uk

Governments are seeking strategies to extend working life, but with limited evidence on the attitudes to work, and motivation of workers over 50. This paper reports the findings of two national surveys which aimed to increase understanding of the attitudes to work of older people in the UK. They found that older people generally view work very positively, but that the forces which divide the labour market as a whole have an increasingly polarising effect as people grow older. The paper suggests that successful implementation of ‘extending working life’ policies will depend on a better understanding of the quality of work, of the diversity of older workers, and of the role of training.

How do employers think about older workers?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hila Axelrad ◽  
Alexandra Kalev ◽  
Noah Lewin-Epstein
Keyword(s):  
Older People ◽  
Thematic Analysis ◽  
Older Workers ◽  
Design Methodology ◽  
Age Discrimination ◽  
Retirement Age ◽  
Structured Interviews ◽  
Content Type ◽  
Pension Income ◽  
Significant Barrier

PurposeHigher pensionable age in many countries that are part of Organization for Economic Co-operation and Development (OECD) and a shrinking pension income force older people to postpone their retirement. Yet, age-based discrimination in employers' decisions is a significant barrier to their employment. Hence, this paper aims to explore employers' attitudes regarding the employment of workers aged 60–70, striving for a better understanding of age discrimination.Design/methodology/approachThe authors used a thematic analysis of semi-structured interviews with 30 managers, experts and employees in retirement age in Israel.FindingsFindings reveal a spectrum of employers' attitudes toward the employment of older workers. The authors' analytical contribution is a conceptual typology based on employers' perceived ability to employ older workers and their stated attitudes toward the employment of older workers.Social implicationsThe insights that emerge from this research are fundamental for organizational actors' ability to expand the productive, unbiased employment of older workers.Originality/valueBy understanding employers' preferences and perspectives and the implications on employers' ability and/or willingness to employ older workers, this research will help policymakers formulate and implement policy innovations that address these biases.

The Information, Advice and Guidance Needs of Older Workers

2006 ◽  
Vol 5 (4) ◽  
pp. 541-550 ◽  
Author(s):  
Lavinia Mitton ◽  
Cathy Hull
Keyword(s):  
Older Adults ◽  
Older People ◽  
Older Workers ◽  
Age Group ◽  
Working Lives ◽  
Guidance Needs

This article reviews the research on Information, Advice and Guidance (IAG) services for older workers in England. It sets out the arguments for targeting IAG services at older people in the context of extended working lives. It reviews the evidence on how to provide services which meet the specific needs of older workers, whilst recognising the diversity of the 50+ age group, and provides a case study of an age-sensitive IAG project. It concludes that demand for IAG from older workers needs to be stimulated and that the role of IAG in helping older adults to work and learn deserves greater recognition.

Disability and Job Search Among Older Workers: A Narrative Review

2012 ◽  
Vol 7 ◽  
pp. 27-34 ◽  
Author(s):  
Mathew Hutton ◽  
Philip Bohle ◽  
Maria Mc Namara
Keyword(s):  
Labour Market ◽  
Job Search ◽  
Older Workers ◽  
Narrative Review ◽  
Search Process ◽  
Age And Gender ◽  
Employment Disability ◽  
And Gender ◽  
Published Research

This article reviews published research on the effects of disability, age and gender on the job search process. Electronic databases (Medline [via Ovid], OT Seeker, CINAHL, AMED, and Proquest 5000) were used to identify studies focusing on job search and employment, disability, age, gender and other barriers to workforce participation. There has been extensive research on the effects of age and gender on the job search process, and the available evidence indicates that disability, age and gender play significant roles in shaping the job search processes of older workers. However, there has been little rigorous investigation of the role of disability and research specifically examining the relationships between disability, job search behaviours and employment outcomes was not identified. This is a significant gap in the literature on disability and participation in the labour market. Overall, this narrative review indicates that older workers with a disability face multiple disadvantages when seeking work, which impairs their ability to fully engage in the labour market.

scholarly journals Persons of Pre-Retirement Age in the Labour Market: Employment Problems and Support Measures

2020 ◽  
Vol 16 (4) ◽  
pp. 1178-1192
Author(s):  
Natalya A. Chernykh ◽  
Anna N. Tarasova ◽  
Andrey E. Syrchin
Keyword(s):  
Labour Market ◽  
Older Workers ◽  
Pension Reform ◽  
Economic Incentives ◽  
Age Discrimination ◽  
Government Support ◽  
Retirement Age ◽  
Support Measures ◽  
Employment Sector ◽  
The Government

The problem of age discrimination in the labour sector has become even more relevant, as the increase in the retirement age and the COVID-19 pandemic in Russia reinforce ageism. The article aims to assess the incidence of age discrimination in the labour market of the Sverdlovsk Region and examine employers’ behaviour towards people nearing retirement. The mixed methodology includes quantitative (analysis of statistics, questionnaire survey, content analysis) and qualitative (in-depth interviews with employers) research methods. While in the 1990s age discrimination was evident and expressed in the exclusion of older workers from the employment sector, now age discrimination is latent and has different manifestations. The results showed that people aged over 45 have less job opportunities in the labour market. Thus, most of them choose to maintain employment. This strategy, however, does not protect against other discriminatory practices such as displacement to less paid positions, reduced pay rate, etc. This situation leads to the decrease in the average wage of workers aged 50-55 by approximately 25%. We can conclude that employers did not change their behaviour and continue using discriminatory practices to maximise the return on human capital, shifting the risks of pension reform to employees. The government is trying to smooth over the differences between the effectiveness of the regional economic system, focused on maximising the use of regional human resources, and the effectiveness of individual organisations by protecting labour rights and promoting the employment of people nearing retirement. However, the government support measures mainly focus on training or retraining of people aged over 50, while employers lack economic incentives to reconsider their attitude towards older workers. Thus, we recommend developing governmental mechanisms for encouraging employers to change their personnel policy concerning employees aged over 50.

Introduction: Themed section on Age, Employment and Policy

2004 ◽  
Vol 3 (2) ◽  
pp. 143-144 ◽  
Author(s):  
Kerry Platman ◽  
Philip Taylor
Keyword(s):  
Labour Market ◽  
Older Workers ◽  
Early Retirement ◽  
Age Discrimination ◽  
Policy Agenda ◽  
The European Union ◽  
Potential Influence ◽  
Early Exit ◽  
Pension Systems ◽  
The Usa

Older workers have moved up the policy agenda within the industrialised nations. In the 1980s and first half of the 1990s, policy-making in much of the European Union emphasised the virtues of early retirement, partly as a response to high levels of unemployment. Since the late 1990s, there has been an increasing emphasis on overcoming age barriers in the labour market and on extending working life. This has been driven by concerns over ageing and shrinking labour forces, the sustainability of public pension systems, evidence of age discrimination in the labour market and the potential influence of the ‘grey’ voter. By contrast in the USA, the pronounced trend towards ‘early exit’ which has characterised Europe never existed. This is even more the case in Japan.

scholarly journals Contradictions and tensions in the employment of older persons in modern Russia

2021 ◽  
pp. 107-119
Author(s):  
Irina L. Sizova ◽  
Natalia S. Orlova
Keyword(s):  
Older People ◽  
Labour Market ◽  
Older Workers ◽  
The Elderly ◽  
Federal State ◽  
Russian Society ◽  
Theoretical Concepts ◽  
Age Related ◽  
Labour Potential ◽  
Systematic Professional Development

The article identifies the main contradictions and tensions in the work and employment of older people in the modern Russian economy. On the basis of current theoretical concepts and discussions, the definition of older workers is given and the key problems in their employment are identified on the basis of Federal State Statistic Servece and research results. The main contradictions are primarily related to doubts about the possibility of fully using the labour potential of older people in the modern economy and the recognition of the need for this. In addition, Russian society still continues to be dominated by stereotypes regarding older generations of workers and, in particular, the elderly. In the labour market, they are clearly manifested in the difficulties of employment after the age of 45 and in their segregation into the sector of low-paid and unattractive work. As the age increases, the position of a person in the labour market deteriorates, and the retirement age for many people who are still actually healthy and fully able-bodied becomes a marker of liberation from the compulsions and discrimination of the Russian labour and employment system. For the majority of people who retire, the main factor that keeps them at work is only income, which, in combination with a pension, allows them to lead a normal lifestyle. In this context, education focused on the needs of age-related workers is of particular importance. The situation is such that, on the one hand, it is necessary to implement programs of retraining and systematic professional development of employees at older ages, and, on the other hand, this goal is useless due to the lack of motivation on the part of the employees themselves.

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