This study sets out the policy frameworks concerning older workers in Sweden and the Netherlands. This will be done by setting out both European and national contextual backgrounds. Further this study will examine whether or not there are specific initiatives taken by trade unions, and if so, what their features are. The results are gathered through a qualitative document analysis, complemented with the results of a self-completion questionnaire that has been sent to trade union confederations. The results of this study show that in both Sweden and the Netherlands policies are in place that strengthen the position of older workers. Sweden has developed multiple policies that aim to motivate people to work longer than the age of 61, and is focused on increasing the employability of workers. Even though in the Netherlands early retirement opportunities were widespread, currently policies and pension reforms discourage people from retiring early. Further, the debate about participation in and access to lifelong learning has regained importance, which shows that there is an increased attention for the development of employability of (older) workers. When it comes to trade unions, in Sweden there are no specific initiatives aiming at older workers. In the Netherlands, on the contrary, all trade unions participate in the development of i.e. the Policy Agenda 2020.

This dissertation examines four disadvantaged groups in the labour market from a variety of perspectives. Specifically, I looked into older workers, younger workers, nonstandard workers and female workers. In the first chapter, I examine the effects of Ontario eliminating mandatory retirement in 2006 on the labour force participation of older workers and the unemployment of younger workers. My second chapter examines the relationship between nonstandard employment and the subsequent workplace profitability. In my final chapter, I examine the interaction effect of employment status and gender on the issue of work hour mismatches. The first chapter examines the impact of recent labour policy change at a national/provincial level. I find positive and significant effects for the labour force participation rate of older workers in Ontario in the five years following the legislation change of banning mandatory retirement in Onatrio. Similar results are found for both men and women; however, the magnitude of this effect is somewhat smaller for men. In addition, the empirical analysis also reveals a short-run rise in the unemployment rate of younger workers. The second chapter examines the financial implication of nonstandard employment at an organizational level. The results suggest that nonstandard employment is positively associated with subsequent workplace profitability, after controlling for factors that might also affect profitability. Moreover, this significant positive relationship between nonstandard employment and subsequent profitability is primarily driven by capital intensive manufacturing, the real estate/rental/leasing, the retail/trade/consumer service, and the education and health services industries as well as smaller workplaces. Larger workplaces and the rest of the private sector do not display significant results. The final chapter looks into how employment status and gender systematically impact work hour preferences at an individual level. The findings indicate that there is a significant interaction effect between nonstandard employment and gender. Female nonstandard workers prefer to work more hours. Male workers, both nonstandard and standard, are more likely to prefer to work fewer or the same hours. These results conform to labour market trend of increasing labour force participation rates of females and a declining trend among males.

This dissertation examines four disadvantaged groups in the labour market from a variety of perspectives. Specifically, I looked into older workers, younger workers, nonstandard workers and female workers. In the first chapter, I examine the effects of Ontario eliminating mandatory retirement in 2006 on the labour force participation of older workers and the unemployment of younger workers. My second chapter examines the relationship between nonstandard employment and the subsequent workplace profitability. In my final chapter, I examine the interaction effect of employment status and gender on the issue of work hour mismatches. The first chapter examines the impact of recent labour policy change at a national/provincial level. I find positive and significant effects for the labour force participation rate of older workers in Ontario in the five years following the legislation change of banning mandatory retirement in Onatrio. Similar results are found for both men and women; however, the magnitude of this effect is somewhat smaller for men. In addition, the empirical analysis also reveals a short-run rise in the unemployment rate of younger workers. The second chapter examines the financial implication of nonstandard employment at an organizational level. The results suggest that nonstandard employment is positively associated with subsequent workplace profitability, after controlling for factors that might also affect profitability. Moreover, this significant positive relationship between nonstandard employment and subsequent profitability is primarily driven by capital intensive manufacturing, the real estate/rental/leasing, the retail/trade/consumer service, and the education and health services industries as well as smaller workplaces. Larger workplaces and the rest of the private sector do not display significant results. The final chapter looks into how employment status and gender systematically impact work hour preferences at an individual level. The findings indicate that there is a significant interaction effect between nonstandard employment and gender. Female nonstandard workers prefer to work more hours. Male workers, both nonstandard and standard, are more likely to prefer to work fewer or the same hours. These results conform to labour market trend of increasing labour force participation rates of females and a declining trend among males.

At the intersection of adult education and social gerontology, and propelled by the ageing phenomenon, educational gerontology has a critical place in the study of older adult education. To contend with older learners' needs, professional adult educators require an enhanced preparation, and concomitance to a reinvigoration of current adult learning programs to include the constructs of educational gerontology and the geragogical imperative. Through survey and interviews, this research investigated evidence of, and the capacity for, Australian Adult Education programs and Ageing Research centres to meet this requirement. Results of this case study indicate a paucity of evidence of educational gerontology in adult education programs, coupled with significant potential for capacity development in this field through collaboration with Ageing Research initiatives. The findings suggest an expansion of current curriculum in adult education programs to include aspects of educational gerontology, professional development of Adult Education academics in the specialized area of educational gerontology, and broader adult education engagement with external stakeholders and the ageing research community as a contribution to social betterment.

An ageing population is changing the nature of the workplace, one outcome of which is an increase in the proportion of older workers. Unlike older workers of some twenty or so years ago, today's older workers plan to stay at work longer than at first anticipated. However, as many older workers have found, their intended and continued presence in the workplace is not always appreciated. As such, they are subject to subtle and not so subtle forms of discrimination associated with ageist practices, or ageism, and negative perceptions regarding their ability to compete on equal terms with younger workers. In turn, it is suggested that older workers, too, indulge in ageist practices and the stereotyping of younger workers. It is proposed that underlying generational differences,when combined with ageism, negative stereotyping and discriminatory organisational practices, are responsible for a new phenomenon called intergenerational tension in the workplace. The notion of tension, which can be thought of as suppressed anxiety or a strained relationship between individuals and groups, is important because intergenerational tension is presented as a latent or covert phenomenon. From this comes the following definition: "lntergenerational tension in the workplace is a latent or covert form of intergroup conflict caused by value and attitudinal differences between the generations." lntergenerational tension can be thought of as an everyday fact of organisational life which exists as an undercurrent or type of background organisational noise that is so pervasive that it is rarely noticed. In this respect, intergenerational tension bears similarities to gender and ethnic tensions both of which have been recognised as counterproductive to organisational efficiency. This thesis proposes a construct to measure this intergenerational tension. To investigate the generational differences associated with this new construct, a 25-item questionnaire was developed. The first stage in the development of the questionnaire was an informal experience survey that was completed by a small sample (n=54) of adults ranging in age from 21 years to 70+ years. A pilot study questionnaire was then constructed and administered to a small, stratified random sample of employees (n=60) from the Western Australia Police Service (WAPS). WAPS has recently changed from a seniority-based promotion system to a merit-based system for most positions and is undergoing a major cultural change in response to social and political pressure. Following data analysis, the final questionnaire was developed. The questionnaire, called the Intergenerational Tension Questionnaire (ITQ) was administered to a stratified random sample of employees from WAPS. Five hundred completed responses were subject to factor analysis in which principal components analysis extracted seven factors or dimensions thought to underlie intergenerational tension. Further data analysis revealed that on average, younger workers (i.e., less than 40 years of age) displayed less intergenerational tension than did older workers (i.e., more than 40 years of age). Data for workers a generation apart (i.e., 20 years apart) were also analysed, with the younger generation being those less than 30 years of age (the Under 30s) and the older generation being those more than 50 years of age (the Over 50s). The younger generation, on average, displayed less intergenerational tension than did the older generation. Of the measures, organisational change was associated with the greatest degree of intergenerational tension for all groups. Multiple regression analysis revealed that the best predictors of intergenerational tension for younger workers and older workers were age, the length of service with one's current employer, and the number of years in the paid work force. For workers a generation apart, multiple regression analysis revealed that age was the only predictor. It was fortuitous that at the time of the study, the majority of younger workers were Generation X and the majority of older workers were Baby Boomers. This meant that to all intents and purposes, the questionnaire measured differences between two well-studied generational cohorts. The findings supported the notion that organisations should not assume they are treating all workers equitably. In particular, older workers feel disenfranchised and angry at their treatment by organisations which, in their opinion, favours younger workers. The implication for organisations is that both groups should be treated independently, with each having its own special needs and expectations. This includes, for example, implementing strategies such as training methods suited to the needs of each age group and conducting age diversity training to raise awareness of what it means to be either a younger worker or an older worker.

Many countries have reduced the generosity of disability benefits while making them more activating - yet few studies have examined how employment rates have subsequently changed. We present estimates of how the employment rates of older workers with poor health in 13 high-income countries changed between 2004-7 and 2012-15 using HRS/SHARE/ELSA data. We find that those in poor health in the USA have experienced a unique deterioration: they have not only seen a widening gap to the employment rates of those with good health, but their employment rates fell per se. We find only for Sweden (and possibly England) signs that the health employment gap shrank. We then examine possible explanations for the development in the USA: we find no evidence it links to labour market trends, but possible links to the USA's lack of disability benefit reform - which should be considered alongside the wider challenges of our findings for policymakers. / Series: Department of Economics Working Paper Series

In light of current population dynamics across Europe, employability has been highlighted in policy circles as a way to enhance the employment situation for older people and to extend working lives. This research examines the concept of employability in the context of older workers (aged 50-64) in a number of European countries. The definition of employability is elaborated through prior research to develop a conceptual framework for analysis. This multidimensional framework is then applied using multiple waves of the English Longitudinal Study of Ageing (ELSA) and the Survey of Health, Ageing, and Retirement in Europe (SHARE). The analysis identifies the associations of indicators representing the dimensions of employability on labour market status through a cross-sectional approach, before expanding to explore their relationship with labour market transitions in and out of employment. This is first done using English data before introducing macroeconomic variables in a multilevel model of 13 European countries to incorporate the cultural and contextual factors that may impact trends in labour market outcomes of older workers. Overall, the findings suggest that, while some of the conceptual dimensions of employability are associated with labour market outcomes, many of these relationships relate to broader socio-economic factors as well as the contextual environment in which older workers find themselves. In other words, for policy approaches to improve employment in later life, a focus on the concept of employability may be a less effective approach than concentrating on more specific factors that shape the structure of opportunities for older workers.

Demographic changes have facilitated longer, healthier lives, and legislative changes have encouraged extended working lives through the increasing of state pension age, equalisation of state pensions, and the removal of the default retirement age. Recent age discrimination legislation has begun to combat age discrimination within the employment context of the UK. Legal precedent has also been established during the course of this research through case law, as a result of high profile age discrimination cases reaching the Supreme Court. Through several interview studies, this thesis explores the experiences, views and attitudes of employees, employers, job seekers and retired individuals. Utilising focus groups, this thesis also presents data from a range of charity representatives, human resources professionals, line managers, employment advisors, health and safety practitioners, and trade union representatives in order to explore the influence of changes in later life working policy and practice. The research of this thesis also includes a consultation exercise to engage the potential users of the research and develops a policy and practice framework providing recommendations which could lead to better outcomes and improved opportunities for older workers. Finally, a series of video case studies presents the research findings in an accessible visual format. This varied use of communication methods was specifically selected in order to increase the impact of the research and potential user audience. Research findings highlighted that managing age diversity was perceived as essential for employee motivation and organisational competitiveness. In particular, interviewees from generationally diverse workforces also reported a more positive attitude to age. Evidence from this thesis presents direct examples of age discrimination limiting the employment opportunities of older workers. Potential victims of age discrimination often struggle to gather evidence to support their perception that they may have been mistreated due to their age. Especially for job seekers, the perception of age discrimination presents a significant barrier to confidence, motivation, and opportunities during the employment search. These concerns are also exacerbated by the most widely reported barrier to securing employment for older jobseekers which was insufficient feedback. While a small minority of employers discussed discriminatory practices, the majority were positive towards age diversity and embraced the benefits of older workers. Responsibility for retirement transitions and performance management as older employees reach the end of their careers were issues employers reported struggling with in light of the removal of the default retirement age. The findings of this thesis highlight the importance of challenging age stereotypes and embracing the opportunities that a multi-generational workforce offers in order to increase equality of opportunity and promote age positive organisational culture. All parts of society have a shared responsibility to change attitudes towards older workers, and offer workers of all ages the equality they deserve.

This document discusses the impact of aging on the labour market in the Czech Republic to examine the labour market situation and propose options for solving the consequences of aging. The theoretical part is introduced by two publications, in which is the impact of aging on the labour market based on the projection of the demographic changes in OECD countries by 2050. Next part of this paper focuses on the definition of basic demographic indicators. Afterwards, there are described approaches of international organizations to this problem. The analytical section begins with the demographic characteristics of the population in the Czech Republic, followed by the projection of future demographic trends. Then, the paper analyzes the situation on the labour market in the Czech Republic. The paper is closed up by the review of the labour market in the Czech Republic and by recommendations for the identified issues, which are divided into 4 parts, according to policy goals set in The Implementation Regional Strategy by United Nations.

The main goal of this diploma thesis is to analyze and evaluate the situation of older workers on the labour market in the Czech republic, where the population is aging, the population in age category 15-50 is descending and the average life expectancy is growing. These negative events lead, because of economical and social reasons, to the need to stimulate employment of older persons. The thesis is divided into theoretical and practical part. The theoretical part contains the characteristics of the basic terms for the field of employment of older workers and a description of the present demographic situation, along with its prediction. Practical part contains a chapter with selected economic indicators that describe and explain the situation of older persons on the labour market. The practical part also includes a chapter with consenquences of the expected demographic trends on the labour market of the Czech republic. Then there are included the chapters devoted to comparsion of European countries and for selected states there are given practical examples in addressing the issue of employing of older workers. In the final part there are suggested possible solutions for the situation of older workers.