Gender, age and flexible working in later life

In many countries economic and social concerns associated with ageing populations have focused attention onto flexible forms of working as key to encouraging people to work longer and delay retirement. This article argues that there has been a remarkable lack of attention paid to the role of gender in extending working lives and contends that this gap has arisen because of two, inter-related, oversights: little consideration of relationships between gender and flexible working beyond the child-caring phase of life; and the prevailing tendency to think of end of working life and retirement as gender-neutral or following a typical male trajectory. The findings of a qualitative study of people aged 50+ in the UK challenge some of the key assumptions underpinning the utility of flexible work in extending working lives, and provide insight into the ways in which working in later life is constructed and enacted differently for men and women

Achieving fuller working lives: labour market and policy issues in the United Kingdom

In the United Kingdom there has been a shift away from policies promoting early retirement towards an emphasis on extended, fuller working lives. This article examines the nature of policy change in this area and prospects for individuals remaining in work longer. Pension ages for men and women are rising rapidly and by 2028 are likely to reach 67 years. Cash benefits for those out of work before state pension age are becoming harder to access and incentives for working beyond 65 are being enhanced. In this context, restrictions have been placed on the use of mandatory retirement ages by employers. Employees have also been granted the right to request flexible employment. However, a lack of coordinated policy up until now means that important challenges exist with regard to extending working lives. Ill?health and low levels of qualifications limit the employment prospects of many older people, particularly among those in the poorest segments. Likewise, retention rates of older workers may have improved, but prospects for recruitment in older age remain poor. Policies focusing on the individual have also not yet recognised the extent to which employment in older age is influenced by the household and wider family context

Is part of ageism actually ableism?

Ageism is a widely used term that is not (yet) well understood. We propose a redefinitionof ageism and to separate it from ableism. We believe this to be important as remediesmay depend on whether someone is experiencing ageism or ableism. While focusingthe discussion on older workers as a sub-group of older people who (can) experience ageism,we assess the usefulness of critical (feminist) disability studies for ageism research.We hope that redefining ageism and analytically separating it from ableism (without suggestingthat both concepts should be studied independently from one another) will provideguidance for researchers who study ageism and will allow for more specific policyguidance on how to solve difficulties experienced by older workers

Uncertain futures: Organisational influences on the transition from work to retirement

The promotion of extended working life has created a period of uncertainty between the ending of work and the beginning of retirement. This period of the life course is now ‘open-ended’ in respect of whether older workers decide to remain in employment or leave working. However, the choices available are framed within public policy and organizational contexts as well as personal circumstances. The study reviews the organisation of ‘work-ending’, the construction of age within organizations, and the influences on provision of support in late working life. The paper concludes with a discussion on the range of pressures which might limit control over pathways through middle and late working careers

Extending working life and the management of change. Is the workplace ready for the ageing worker?

Increasing longevity and the strain on state and occupational pensions have brought into question long-held assumptions about the age of retirement, and raised the prospect of a workplace populated by ageing workers. In the United Kingdom the default retirement age has gone, incremental increases in state pension age are being implemented and ageism has been added to workplace anti-discrimination laws. These changes are yet to bring about the anticipated transformation in workplace demographics, but it is coming, making it timely to ask if the workplace is ready for the ageing worker and how the extension of working life will be managed. We report findings from qualitative case studies of five large organisations located in the United Kingdom. Interviews and focus groups were conducted with employees, line managers, occupational health staff and human resources managers. Our findings reveal a high degree of uncertainty and ambivalence among workers and managers regarding the desirability and feasibility of extending working life; wide variations in how older workers are managed within workplaces; a gap between policies and practices; and evidence that while casualisation might be experienced negatively by younger workers, it may be viewed positively by financially secure older workers seeking flexibility. We conclude with a discussion of the challenges facing employers and policy makers in making the modern workplace fit for the ageing worker

Longtintudinal asscociations of experience of adversity and socioeconomic disadvantage during childhood with labour force participation and exit in later adulthood

The Extending Working Lives (EWL) agenda seeks to sustain employment up to and beyond traditional retirement ages. This study examined the potential role of childhood factors in shaping labour force participation and exit among older adults, with a view to informing proactive interventions early in the life-course to enhance individuals’ future capacity for extending their working lives. Childhood adversity and socioeconomic disadvantage have previously been linked to ill-health across the life-span and sickness benefit in early adulthood. This study builds upon previous research by examining associations between childhood adversity and self-reported labour force participation among older adults (aged 55). Data was from the National Child Development Study – a prospective cohort of all English, Scottish, & Welsh births in one week in 1958. There was evidence for associations between childhood adversity and increased risk of permanent sickness at 55 years – which were largely sustained after adjustment for educational disengagement and adulthood factors (mental/physical health, qualifications, socioeconomic disadvantage). Specifically, children who were abused or neglected were more likely to be permanently sick at 55 years. In addition, among males, those in care, those experiencing illness in the home, and those experiencing two or more childhood adversities were more likely to be permanently sick at 55 years. Childhood factors were also associated with part-time employment and retirement at 55 years. Severe childhood adversities may represent important distal predictors of labour force exit at 55 years, particularly via permanent sickness. Notably, some adversities show associations among males only, which may inform interventions designed to extend working lives

Understanding older worker precarity: the intersecting domains of jobs, households and the welfare state

In policy debates it is commonly claimed that older workers are entering a period of choice and control. In contrast, Guy Standing’s (2011) book The Precariat argues that older people are increasingly joining the ‘precariat’, by taking low-level jobs to supplement dwindling pension incomes. We argue that many older workers, not just those in “precarious jobs”, feel a sense of ‘ontological precarity’. Pressures to work longer, combined with limited alternative employment prospects and inadequate retirement incomes, give rise to a heightened sense of precarity. We develop a new theoretical model for understanding precarity as a lived experience, which is influenced by the intersection between precarious jobs, precarious welfare states and precarious households. This model is then illustrated using qualitative research from two UK organisations: Local Government and Hospitality. In both organisations older workers experienced a sense of ontological precarity because they worried about the long-term sustainability of their jobs and saw limited alternative sources of retirement income. Household circumstances either reinforced interviewees’ sense of precarity, or acted as a buffer against it. This was particularly important for women, as they typically accrued smaller financial resources in their own right. Our concluding discussion builds on this more advanced theoretical understanding of older worker precarity to call for a rethinking of state and employer support for decisions around later-life working and retirement

Economic Analysis Shows Value of Volunteering in Palliative Care Day Services

This is the final version. Available on open access from SAGE Publications via the DOI in this recordPublic Health Research in Palliative Care: Towards Solutions for Global Challenges seminar. Hosted online by All-Ireland Institute of Hospice and Palliative Care (AIIHPC), 17-18 November 2020Background: Research shows that people living with severe economic disadvantage are less likely to access palliative care services in the United Kingdom and that funeral poverty is growing. However, little is understood about the ways in which the structural, social, and economic aspects of poverty impact upon preparing for end of life, and experiences of dying and bereavement. While public health approaches to palliative care and ‘death awareness’ initiatives encourage wider acceptance of the need to prepare for end of life, there is a need to examine the relevance of these approaches to people struggling to live well. Aims: This study examines the notion of ‘a good death’ within low-income communities, and the ways in which poverty affects attitudes towards, and experiences of, death and dying. Methods: Taking a qualitative and engaged approach, exploratory workshops were held bringing together health care professionals, voluntary organisations, and community groups to share existing knowledge and identify research priorities. Qualitative interviews were then carried out with 10 professionals supporting individuals through end-of-life and bereavement in low-income communities (e.g. funeral directors, faith leaders, advice workers) and 10 bereaved individuals with experience of funeral poverty. Interviews were conducted via phone/video call and data include experiences of end of life and bereavement both before and during the pandemic. Results: This article will present early findings and provide evidence of the impact of poverty on experiences of death and dying at different stages of the life course; including concerns around preparing for death, experiences of end of life, and bereavement. Discussion: This paper will consider whether some public health approaches to palliative care might inadvertently increase inequalities in access to care and support, and whether specific approaches may be needed to address the concerns of people on a low income in relation to a ‘good death’.Wellcome Trus