scholarly journals Age Differentiation in Wages in the Russian Labor Market: Identification of the Causes

2021 ◽  
Vol 17 (3) ◽  
pp. 103-132
Author(s):  
Elena Vasilyeva ◽  
◽  
Alexander Tyrsin ◽  
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Professional Education ◽  
Older Workers ◽  
Capital Accumulation ◽  
Age Discrimination ◽  
Retirement Age ◽  
Statistical Hypotheses ◽  
Monitoring Survey ◽  
Positive Effect

The article examines the reasons for the significant age differentiation in wages that has developed in the Russian labor market. Based on the literature review, two hypotheses of the study were formed, reflecting the factors of wage changes with respect to age. The first hypothesis is that the wages of older workers are determined by age discrimination. According to the second hypothesis, the wages of older workers depend on their accumulated human capital (education, skills, and health). To test the two hypotheses of the study we carry out a multidimensional statistical analysis. It included the construction of regression models, performing discriminant analysis, and testing statistical hypotheses of data uniformity. We use the data from the Russia Longitudinal Monitoring Survey of HSE (RLMS-HSE) covering the years from 2000 to 2019. The data from the monitoring survey have been analyzed not only with respect to age, but gender as well. The results of the study confirmed the first hypothesis for men of pre-retirement and retirement age, as well as women of retirement age. The second hypothesis that the depreciation of human capital with age affects the remuneration of older workers has been partially confirmed. For the older generation of both sexes, a significant factor of wages is health, for men it is also the presence of a completed professional education. Continual education has a positive effect on average earnings, but only for women. Computer skills increases all workers’ wages except men older than 60. We did not find out any significant effect of human capital accumulation on wages for workers of pre-retirement and retirement age

The demand for older workers and age discrimination: International experience and Russian realities

2019 ◽  
pp. 99-121
Author(s):  
Maria A. Ivanova
Keyword(s):  
Labor Market ◽  
Older Workers ◽  
Pension Reform ◽  
International Experience ◽  
Age Discrimination ◽  
Retirement Age ◽  
Employment Policy ◽  
Negative Effects ◽  
Macroeconomic Analysis ◽  
High Age

This paper is devoted to the analysis of the demand for older workers and age discrimination in the Russian labor market. The recent pension reform has brought widespread attention to these issues. Macroeconomic analysis showed that, despite the growth in the retirement age population and the increase in their presence in the labor market over the past decade, the demand for older workers has still been limited. One of the reasons for this situation is the relatively high age discrimination both in society and in the Russian labor market. Given this circumstance, raising retirement age should be accompanied by demandside efforts such as improving age discrimination legislation and age-friendly employment policy. The analysis of extensive international experience allows us to develop recommendations that will help smooth out negative effects of raising retirement age for certain categories of workers.

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.

Some Useful Sources

2016 ◽  
Vol 15 (4) ◽  
pp. 691-694
Author(s):  
Michael McGann ◽  
Dina Bowman ◽  
Simon Biggs ◽  
Helen Kimberley
Keyword(s):  
Social Policy ◽  
Human Resource ◽  
Older Workers ◽  
Population Ageing ◽  
Age Discrimination ◽  
Retirement Age ◽  
Early Exit ◽  
Research Areas ◽  
Policy Debates ◽  
Working Lives

Issues related to population ageing and longer working lives span diverse research areas and are linked to a number of conceptual and policy debates. Here we provide details of texts which allow quick access to key debates in the different domains covered by the contributions. We focus first on social policy, retirement and pensions. We then provide key sources on the changing experiences and perceptions of retirement; age-discrimination, human resource management and older workers; and early exit, mature-age unemployment and activating older workers.

scholarly journals Atkinson-Stiglitz Theorem with Endogenous Human Capital Accumulation

2007 ◽  
Vol 7 (1) ◽  
Author(s):  
Hisahiro Naito
Keyword(s):  
Resource Allocation ◽  
Human Capital ◽  
Labor Market ◽  
Comparative Advantage ◽  
Capital Accumulation ◽  
Human Capital Accumulation ◽  
High Ability ◽  
Commodity Taxation ◽  
Optimal Commodity Taxation ◽  
Optimal Commodity

Abstract Recently, researchers have started to re-examine the so-called Atkinson-Stiglitz theorem on optimal commodity taxation. The essence of such research is to examine whether or not it is optimal to distort markets other than the labor market for achieving the second-best resource allocation. I examine this theorem by introducing the comparative advantage of human capital accumulation. More specifically, I assume that people with high ability obtain a higher return from skilled human capital accumulation than people with low ability. I explore the implication of this comparative advantage of human capital accumulation for the Atkinson-Stiglitz theorem on optimal commodity taxation.

scholarly journals PROFESSIONAL EDUCATION AND HUMAN CAPITAL DEVELOPMENT DIFFICULTIES IN GEORGIA UNDER THE MODERN GLOBALIZATION TERMS

2018 ◽  
pp. 211-217
Author(s):  
MURMAN TSARTSIDZE
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Educational System ◽  
Professional Education ◽  
Market Potential ◽  
Human Capital Development ◽  
Correct Orientation ◽  
Potential Formation ◽  
Capital Development ◽  
Effective Use

Unfortunately, in the epoch of modern globalization, the main priority of the country is still the unemployment and the poverty overcoming. In such situation it is clear, that the economic development and the significant improvement of the population’s living standards cannot be achieved without human resources development, effective use of the labor potential, formation of civilized labor market and organization of the professional educational system according to the modern standards. The latter should favor the development of the main state strategy task – labor force oriented to the labor market demands and accordingly, the human capital development, significant increase of the competitiveness in the local and international markets. Proceeding from the actuality of the issue, in the work the role of education, especially the professional education, as the social-cultural phenomena is considered. The main problems and challenges of the field are studied. We have documented that in the terms of modern globalization the level, quality of functioning of the professional educational system and its correct orientation towards the labor market demands to determine the human capital development in the country, labor market potential their quality perfection and their use prospective.

scholarly journals THE IMPACT OF INCREASING RETIREMENT AGE ON HEALTH SERVICES AND ECONOMIC GROWTH IN BRAZIL

2018 ◽  
Vol 16 (1) ◽  
pp. 29-41
Author(s):  
André Berardo Coelho ◽  
Nelson Leitão Paes
Keyword(s):  
Economic Growth ◽  
Human Capital ◽  
Capital Accumulation ◽  
Health Sector ◽  
Point Of View ◽  
Retirement Age ◽  
Human Capital Accumulation ◽  
The Impact ◽  
Health Care Production

This paper uses the Zon and Muysken (2001) model to investigate the effect of increasing the retirement age on health care production, human capital accumulation, and economic growth. All three sectors are interrelated, since the overall level of health affects both workers and the accumulation of human capital, while a higher level of human capital is related to better quality of health. And, finally, health and human capital affect the output of the economy. From the economic growth point of view the results seem to be positive. Increasing labor availability raises productivity in the health sector, which ultimately improves labor productivity, resulting in increased capital accumulation and economic growth. On the other hand, it is estimated a reduction in the propensity to consume and a smaller portion of the labor force allocated in the health sector.

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.

Human Capital Management of Today’s Youth Through the Development of the Interaction Model Between Employers, Universities and Young Professionals Within the Competence Approach

2016 ◽  
Vol 5 (2) ◽  
pp. 56-60
Author(s):  
Потравная ◽  
E. Potravnaya
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Professional Education ◽  
Professional Socialization ◽  
Interaction Model ◽  
Economic Behavior ◽  
Job Seekers ◽  
Capital Theory ◽  
Higher Professional Education ◽  
High Level

This article analyzes the use of human capital theory as applied to the youth labor market. A model of the interaction of social actors in the labor market of the Russian Federation is given. The article considers the concept of the youth potential and its components. Within the framework of this model the orientation of young job seekers to develop their potential for high economic benefi ts is required, while employers are involved in activities on the professional socialization of students and graduates in order to develop human capital and training of mobile professionals with a high level of professional and general cultural competence. The value of the proposed model is associated with the development of common cultural and professional competences. The model refl ects the economic behavior, characteristic of the young students and graduates, who receive higher professional education. This model is not the main but additional way to explain human behavior in the fi eld of employment, based on the conceptual and methodological basis of economic sociology.

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