School of Social and Political Sciences - Research Publications
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ItemEveryday discrimination in the Australian workplace: Assessing its prevalence and age and gender differences(WILEY, 2018-12-01)OBJECTIVE: This study aimed to increase understanding of the nature and prevalence of discriminatory experiences in the workplace, focusing on issues of age and gender. METHODS: The concept of everyday discrimination was operationalised in a survey of a representative sample of Australian workers. RESULTS: It was observed that overall, experiences of everyday discrimination were rare. Among men, such experiences declined with age, whereas for women almost no age differences were observed. CONCLUSION: It is argued that the nature of labour market age barriers has been misunderstood and the extent of discrimination faced by older workers possibly overstated.
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Item"Regardless of Age": Australian University Managers' Attitudes and Practices Towards Older Academics(OXFORD UNIV PRESS, 2018-07-01)
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ItemNo Preview AvailableThe Workforce Demographic Shift and the Changing Nature of Work: Implications for Policy, Productivity, and Participation(Emerald Group Publishing, 2017-08-01)Population ageing, coupled with economic uncertainty and a shifting workforce structure, has directed the attention of public and organizational policy makers toward the potential contribution of older workers and skilled migrants in meeting labor supply shortages in ageing populations. This chapter presents labor supply and demand scenarios for 10 OECD countries and examines trends in the labor force participation of older workers against the backdrop of changes to the nature of work in an era of globalization, casualization, and, increasingly, automation. Brief analysis of each country’s situation and policy responses indicates that China, Japan, and Korea stand out as being at particular risk of being unable to maintain growth without undertaking drastic action, although their areas of focus need to differ. A limitation of the study is that GDP projections used in labor demand analysis were based on historical rates and represented past potential and a long-run average of historic economic output. Future research might also undertake comparative analysis of case studies addressing different potential solutions to workforce ageing. A key implication of the study is that there is a need to take a blended approach to public policy regarding older workers in a changing labor market. Where migration has historically been a source of labor supplementation, this may become a less viable avenue over the near future. Future shortfalls in labor imply that economies will increasingly need to diversify their sources of workers in order to maintain economic growth. For public policy makers the challenge will be to overcome public antipathy to migration and longer working lives.
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ItemNo Preview AvailableReconceptualising work-retirement transitions: Critiques of the new retirement and bridge employment(Palgrave Macmillan, 2017)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 undertheorized and lacks an appreciation of the wider literature concerned with work and retirement, in particular being informed by the political economy and life course perspectives. Bridging the gap between work and retirement is of current concern as governments extend 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 the concept of bridge employment, questioning its utility for researchers and policymakers as a lens through which to view the evolution of work–retirement transitions.
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ItemNo Preview AvailableResilient Labour Markets and Demographic Change in Selected Regions of the Netherlands(Springer, 2017)Although the population of the Netherlands is increasing, the population growth rate, even if fluctuating considerably, has been declining since the 1960s. The age structure of the Netherlands since the 1960s has also experienced change, declining youth (under 20 years old), growth and then decline in the 20–40 year-old age cohort, a significant increase in the 40–65 age cohort, and gradual increases in the 65–80+ cohort. As a result of the changing demography, the workforce will be older and this will impact upon the labour market, increasing the number of older workers and reducing the number of new entrants. The case study of the Netherlands revealed the different responses to demographic challenges occurring within the selected regions; with each region (Groningen/Drenthe, Limburg and Zeeland) experiencing different issues associated with its socio-economic situation, localised population shrinkage, population ageing, migration, labour shortages and skill gaps.
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ItemWhat's age got to do with it? Towards a new advocacy on ageing and work(Per Capita, 2017)
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ItemRetaining Australian older workers - A guide to good practice(CSIRO/Monash Superannuation Cluster, 2017)
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ItemRetaining Australian older workers - A literature review(CSIRO/Monash Superannuation Cluster, 2017)
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ItemNo Preview AvailableCombating Age Barriers in Job Recruitment and Training: UK Report(European Foundation for the Improvement of Living and Working Conditions, 1996)
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ItemNo Preview AvailableToo Old at 50(Campaign for Work, 1991)