Exploring the private pension gender gap and occupation in later working life

Gardiner, Jean; Robinson, Andrew; Fakhfakh, Fathi

doi:10.1177/0950017015575868

Cited by 18 publications

(19 citation statements)

References 29 publications

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“…In the UK, more women over 50 are working than ever before; as a result of government policy to extend working lives (Phillipson et al, 2016), financial necessity because of pay inequality (Smeaton and White, 2018), labour market activation policies (Ingold and Etherington, 2013), poor pension provision (Gardiner et al, 2016), or (even) because they enjoy working (Zou, 2015). Yet, despite any enjoyment that may be gained at work, older women are frequently squeezed: sandwiched between caring for children, and maybe grandchildren, while also often supporting elderly parents (Loretto and Vickerstaff, 2015).…”

Section: The Rise Of Older Womenmentioning

confidence: 99%

Managing the Menopause through ‘Abjection Work’: When Boobs Can Become Embarrassingly Useful, Again

Butler

2019

Work, Employment and Society

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This article examines how power and menopause relate at work. Based on qualitative data from 23 women administrative workers, the research finds that menopausal symptoms are sometimes ‘awful’, ‘knackering’ and ‘isolating’. Yet, as ‘real’ or ‘normal women’, they described getting lost in the menopause discourse and many spoke of going through ‘the change’ instead; this saw them make sense of, and respond to, their symptoms in (sometimes) unconventional ways. In addition, when a menopausal body runs rampant, its abject appearance can cause embarrassment, but not just for the woman – for anyone who witnesses it. For some women, they simply go and stand outside. For others, the realisation of the vicarious nature of embarrassment sees them employ their menopausal bodies and do ‘abjection work’. This work acts as a powerful form of management; yet some might argue that it is improper.

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Section: The Rise Of Older Womenmentioning

confidence: 99%

Managing the Menopause through ‘Abjection Work’: When Boobs Can Become Embarrassingly Useful, Again

Butler

2019

Work, Employment and Society

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“…1 Individuals contributing for a lesser number of years receive a lower amount. Some workers have the option to maintain a private pension scheme, but this is rarely the case for women (Gardiner et al 2015), which means that they are more often forced to rely on the flat-rate state pension alone. Additionally, the likelihood of receiving income from a private pension fund, and the amount received, is closely related to the individual's employment pattern (Ginn and Arber 1996).…”

Section: Study Aim and Hypothesesmentioning

confidence: 99%

“…Contributions to the basic state pension are acquired via years of employment, and individuals can opt into voluntary private pensions to supplement the basic state pension (Gardiner et al 2015). As women's reproductive labour is often linked with discontinuous working careers, they have a limited opportunity to build up state, private, or occupational pensions, with consequences for their pension incomes in later life (Ginn and Arber 1996;Evandrou and Glaser 2003;Sefton et al 2011;Gardiner et al 2015) and retirement timing (Finch 2014). Thus, women's life courses and economic resources are crucial factors in both the attraction and feasibility of labour market withdrawal (LMW) after the birth of a grandchild.…”

Section: Introductionmentioning

confidence: 99%

Work history, economic resources, and women’s labour market withdrawal after the birth of the first grandchild

2019

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Typically, grandmothers are actively involved in the lives of their grandchildren, most frequently as care providers. At the same time, these individuals become grandparents while still employed. These two roles-of active grandparent and worker-might conflict, since both demand time and energy. This study examines whether the birth of the first grandchild leads to labour market withdrawal for women, and whether there are differences between grandmothers according to their work history and household economic resources. We considered the work history of women both as a measure of work-family preferences and a source of opportunities and constraints to labour market behaviour later in life. Our analyses of data from the English Longitudinal Study of Ageing (ELSA) 2002-2017 using hybrid logistic models show that the probability of labour market withdrawal increases after the birth of the first grandchild. Women who had continuous working careers, or short employment interruptions, were more likely to withdraw from the labour market after the birth of the first grandchild than their counterparts with non-continuous careers, as well as women living in wealthy households. The explanation lies in the lower opportunity cost these women encounter in withdrawing from the labour market. Our findings relate to policies aimed at increasing retirement ages all over Europe, advocating that these measures could conflict with grandmothers' involvement in their grandchildren's lives.

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“…Evertsson, Grunow, and Aisenbrey (2016) argued that career interruptions are caused by unemployment, family leave, sick leave, and educational leave. Gender inequality is also observed in private pension wealth (Gardiner, Robinson, & Fakhfakh, 2015). Moreover, only a few women are represented on firms' boards (Mensi-Klarbach, 2014).…”

Section: Organizational Structure and Gendermentioning

confidence: 99%

Women’s skills and career advancement: a review of gender (in)equality in an accounting workplace

Din

Cheng

Nazneen

2018

Economic Research-Ekonomska Istraživanja

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This paper examines the effects of organizational culture, society, and masculinity on women's skills in accounting workplaces and the influences of workplace norms, culture, and organizational structure on women's leadership qualities and behaviours towards their work. Based on previous studies, we link the theory with professional skill and career advancement of women. We argue that a gender imbalance has prevailed for centuries affecting women's careers; and, the transformation of accounting technologies, corporate structures, and the amalgamation of cultures have exacerbated gender inequality. Women's lack of self-motivation and men's dominance in accounting contexts keep women subordinate to men in accounting workplaces. We propose that offering courses on gender issues to business and accounting disciplines taught at university would subsequently shift the paradigm of hegemony and subordination in an accounting workplace.

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Exploring the private pension gender gap and occupation in later working life

Cited by 18 publications

References 29 publications

Managing the Menopause through ‘Abjection Work’: When Boobs Can Become Embarrassingly Useful, Again

Managing the Menopause through ‘Abjection Work’: When Boobs Can Become Embarrassingly Useful, Again

Work history, economic resources, and women’s labour market withdrawal after the birth of the first grandchild

Women’s skills and career advancement: a review of gender (in)equality in an accounting workplace

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