Do employment opportunities decrease for older workers?

Charni, Kadija

doi:10.1080/00036846.2021.1970711

Cited by 8 publications

(15 citation statements)

References 38 publications

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“…Moreover, as with individuals' participation behaviour, employers' HR policies and practices are influenced by the institutional environment, labour market structure, labour supply and demand, labour market rules and regulations, and macroeconomic conditions (Conen et al, 2011;Oude Mulders et al, 2016). The literature shows that while employers continue to employ older workers, they are less likely to hire them (Charni, 2021;Heywood et al, 2010). This pattern is explained by the backloading of higher wages in the later career stages (Heywood et al, 2010) and labour market rigidities in wages (Lind & Møller, 2018), as well as employment protection legislation.…”

Section: Employersmentioning

confidence: 99%

“…Although employees generally have increased job security in their late career due to their increased human capital, experience and duration of employment within a company, linked to increased loyalty and trust, their re-employment chances are reduced due to discrimination, skills mismatch and the higher risk of exit due to statutory retirement ages (Charni, 2021). In addition to lower re-employment chances, individuals in late working life are more likely to have increased financial capital or be eligible for one or more pensions, so employment breaks due to unemployment or lay-offs are more likely to result in exiting the workforce during late working life (Johnson & Mommaerts, 2010).…”

Section: Late Working Life Patternsmentioning

confidence: 99%

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Inequalities and Age-Related Disadvantages in Late Working Life and Labour Market Exit in Sweden

Öylü

2023

Linköping Studies in Arts and Sciences

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The participation of older individuals in the labour market has increased as a result of recent demographic and societal shifts, as well as reforms of pension and social security systems. However, employment inequalities in late working life and labour market exit persist. Early exit from the labour market affects the sustainability of public finances and the availability of skilled labour, as well as the financial, social, mental, and physical well-being of individuals. So far, the literature on employment in late working life and labour market exit has mainly focused on individual choices. However, employment and exit in late working life are complex phenomena that depend on a variety of factors, such as individual life courses and labour market conditions. Based on Swedish register data, this thesis examines inequalities in employment and labour market exit among people aged 55 and over in Sweden, and the role of life course and age-related labour market disadvantages, including studies on: inequalities and diversity between gender and educational groups (Study 1); the relationship between mid-life labour market attachment and patterns of labour market exit (Study 2); agerelated disadvantages in unemployment risk and re-employment chances (Study 3); and the link between older workers' hiring chances and the characteristics and labour market conditions of employers (Study 4). Study 1 shows that employment trajectories, including the receipt of pension, unemployment and disability benefits, are structured by gender and education. While women tend to exit the labour market earlier than men and are more likely to receive disability benefits, men are more likely to move into self-employment or to receive unemployment benefits. Study 2 demonstrates that individuals with low labour market attachment early (at age 30) or late (at age 50-59) in their working careers are more likely to exit the labour market early, while low labour market attachment in mid-career (at age 40-49) is linked with later labour market exit. However, low labour market attachment in all career stages is associated with the receipt of work-related benefits in the First of all, I would like to thank my main supervisor Andreas Motel-Klingebiel for your exceptional guidance, inspiring comments, encouragement, and patience throughout my PhD process. Your mentorship, excellent knowledge, constructive advice, and perspectives helped me to grow academically and have been invaluable for my PhD work. I would also like to thank my co-supervisor, Susanne Kelfve, for your constant support and encouragement, for always taking the time to help me, your brilliant solutions, empowerment, and positivity throughout my PhD time. I have been very lucky to have had such excellent supervisors during this journey, special thanks to both of you! I also wish to thank my esteemed co-authors, Chiara Natalie Focacci and Luis Serratos-Sotelo, for excellent research collaboration, for your helpful comments, and significant contributions. Furthermore, I would like to thank al...

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Section: Employersmentioning

confidence: 99%

Section: Late Working Life Patternsmentioning

confidence: 99%

Inequalities and Age-Related Disadvantages in Late Working Life and Labour Market Exit in Sweden

Öylü

2023

Linköping Studies in Arts and Sciences

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“…Further, the same or similar working life event or status can be both voluntary and involuntary and may constitute a risk or an opportunity depending on the context. For example, exit from the labor market, reducing working time or changing employment type in late working life might be easier due to the accumulated wealth or pension benefits (Bruce et al 2000), while the same factors might be the outcomes from age discrimination or limited job opportunities (Charni 2021).…”

Section: Late Working Lifementioning

confidence: 99%

Late Work in Sweden: Exit Pathways Express Unequal Exclusion Risks

Öylü

Kelfve

Motel-Klingebiel

2022

NJWLS

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Based on Swedish National Registry Data, this paper investigates the social structure of exclusion risks in late working life in Sweden by analyzing exit from working life, employment breaks, and late employment trajectories according to gender and education. Individuals born in 1950 (n = 107,830) are followed between the years 2010 and 2018. Results show that women with low education exit working life earlier and have a higher risk of employment breaks due to reduced working ability, while men with low education have a higher risk of employment breaks due to unemployment. Men in general and people with high education have a higher probability of moving to self-employment in late working life. We conclude that research and social policies require an understanding of multifarious late work trajectories to unearth the inequality of exclusion risks in the late phases of working life and the potential for interventions towards equal and inclusive prolongation.

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“…Secondly, according to the young elderly to the rich in experience and human resources advantages, combined with market and social demand for young elderly human resource, enterprise, society and government departments to vigorously mining jobs in the young elderly, especially the technical service and consulting, public service, generational cooperation, housework and other types of jobs. Thirdly, rely on institutions and service platforms such as associations for the aged and universities for the aged at all levels to build a human resource market and professional talent database for the aged, to build a platform for the young elderly to participate in economic and social development [15]. Fourthly, the human resources and social security departments have set up a promotion agency for the re-employment of the young elderly to guide, coordinate, supervise and inspect the re-employment of the elderly.…”

Section: Creating a Good Social Environment For The Young Elderlymentioning

confidence: 99%

The Influence of Stigma for Re-employment of the Young Elderly

Wang¹

2022

Proceedings of the 2022 5th International Conference on Humanities Education and Social Sciences (ICHESS 2022)

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The aging trend of the global population is obvious, at the same time, the shortage of human resources is more obvious. The re-employment of the young elderly is a strategic requirement to cope with the aging population and the sustainable development of economic society. However, at present, the young elderly is stigmatized with insufficient ability, rigid thinking, and self-denial. The stigma of the young elderly is the f reason for the re-employment difficulties of the young elderly. Starting from the theory of stigma, this research studied the process of stigma and the existing employment dilemma of the young elderly through long-term field observation and interview method in S Province and put forward measures to promote the re-employment of the young elderly from the aspect of weakening stigma of the elderly. From the two aspects of the young elderly themselves and social groups, to reduce social stigma on the young elderly, to promote the re-employment of the young elderly. This research can make more social groups pay attention to the group of the young elderly, weaken the stigma of the young elderly, and create a good policy and social environment for the re-employment of the young elderly. At the same time, the re-employment dilemma of the young elderly is studied from the stigma of the young elderly, supplementing and enriching the re-employment theory of the young elderly.

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Do employment opportunities decrease for older workers?

Cited by 8 publications

References 38 publications

Inequalities and Age-Related Disadvantages in Late Working Life and Labour Market Exit in Sweden

Inequalities and Age-Related Disadvantages in Late Working Life and Labour Market Exit in Sweden

Late Work in Sweden: Exit Pathways Express Unequal Exclusion Risks

The Influence of Stigma for Re-employment of the Young Elderly

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