Measures of Ageism in the Labour Market in International Social Studies

Abuladze, Liili; Perek‐Białas, Jolanta

doi:10.1007/978-3-319-73820-8_28

Cited by 9 publications

(3 citation statements)

References 25 publications

(22 reference statements)

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“…Refusal in employment problems due to age are commonly called ageism, this term was introduced by Robert Butler (1969) in 1969 to denote a special kind of labour market discrimination due to belonging to a young and, why not, an older age group. Along with other types of discrimination (sexism, racism and others), ageism somehow is found in all countries of the world (Abuladze & Perek-Białas, 2018).…”

Section: Problem Statementmentioning

confidence: 99%

Labor Demand Analysis In The Elderly Market Segment

Inna¹

2021

European Proceedings of Social and Behavioural Sciences

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Section: Problem Statementmentioning

confidence: 99%

Labor Demand Analysis In The Elderly Market Segment

Inna¹

2021

European Proceedings of Social and Behavioural Sciences

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“…While taking all the previous arguments into account we cannot forget that many older workers who are not selected for a job (recruitment) or are denied training opportunities or something similar feel that they are being discriminated (in performance, in promotion) because of their age (various form of discrimination could appear in the workforce, Abuladze and Perek-Białas, 2018).…”

Section: Tradition or Discrimination?mentioning

confidence: 99%

Editorial

Perek‐Białas¹,

Dolberg²,

Schippers³

2020

IJM

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The role of ageism, tradition and institutional factors Modern welfare states all over the world are facing an unprecedented demographic challenge. Decreasing birth rates and increasing longevity result in ageing populations as well as an ageing workforce. Of course, from a human perspective one can only enjoy and welcome the fact that access to better and healthy food, better sanitation, better housing and better healthcare have resulted in higher life expectancy and an increasing share of the population reaching the ages of 80, 90 or even 100. As can easily be seen from Figure 1, the share of young people in Europe, for instance, is gradually declining between 1950 and 2050, while the share of 65-plus is steadily increasing.From a macroeconomic perspective increasing longevity is not necessarily a feast, when you take into account that all modern welfare states have on the one hand a set of rules and regulations that prevent young people to enter the labour market before a certain age or before they have at least completed some form of education, while on the other hand there are rules and regulations that protect older people and grant them some kind of pension from a certain age, depending on the country where one lives.As can be seen from Table 1, during the first half of the current century, the 65-plus group in Europe will almost double its share and will constitute a quarter of the population in 2050, while the share of the youngest group will fall below 15%. In the meantime, the group from 15 to 65 years old, i.e. the group that in most countries constitutes the working population, is expected to show a decline of about 10 percentage points.Nevertheless, since the turn of the century, there has been a moderate increase in the proportion of workers aged 65 and over in European countries (Eurostat, 2019, see Figure 1).Consequently, the balance between those who are responsible for earning most of GDP and those who live (mostly) on transfers from the working part of the population is shifting, increasing the burden on those who are in the work force. Of course, this does not imply that 65þ citizens do not contribute to national wealth. While some are still involved in paid work and contribute to GDP (we will elaborate on that later on) others contribute to society by way of all kinds of (unpaid) voluntary work and care tasks which is not included in GDP. This allowsfor instance in the case of grandparents caring for their grandchildrenparents to participate (more hours) in the labour market or savesfor instance in the case of older people participating in voluntary workthe library or the museum to extent its opening hours and receive more visitors. So, on the one hand senior citizens contribute indirectly to GDP by allowing others to be more "productive" (in traditional economic terms), while on the other hand senior citizens' activities outside paid work contribute directly to the fulfilment of a lot of needs and desires of other members of society.Altogether, it should not come as a surprise that especial...

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“…As Van Dalen et al (2009) claims, general dispositional attitudes towards older workers frame perceptions of the abilities of older workers, and thus influence ageist practices at the workplace. The forms of ageism at the workplace usually manifest in hiring and firing decisions of employers, practices occurring within the workplace (being paid less, being left out of promotions, and being left out of companies' modernisation processes), training, retention, and retirement practices (Furunes and Mykletun 2010, Stypińska and Nikander 2018, Abuladze and Perek-Białas 2018.…”

Section: Prior Literaturementioning

confidence: 99%

Employers’ Policies and Attitudes Towards the Performance of Older Employees in Lithuania

Skučienė

Moskvina

2019

Business: Theory and Practice

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The ageing labour force is the one of the main challenges for the labour market in Lithuania. The working career of older employees very much depends on the policies and attitude of employers. Thus, the aim of this paper is to analyse the policies and attitudes of Lithuanian employers towards older employees. The data of Eurobarometer 76.2 in 2011 and the data of the employers’ survey in Lithuania in 2014 were used for the implementation of the goal. The construction, trade, education, health care and public administration sectors were selected on arbitrary basis. The respondents were surveyed by telephone. The sample of the survey included 216 managers or staff managers. The employers in primary data of Eurobarometer 76.2 were defined as general and middle managers. The data were analysed using the method of factor analysis. The secondary Eurostat data were used for the analysis of socioeconomic context. The legal norms were analysed using national documents. The main findings of the research reveal the general positive attitude of employers towards older workers in Lithuania. However, the existing workplace practice gives little encouragement for prolonging the working career in older age due to obsolete cultural and legal norms.

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Measures of Ageism in the Labour Market in International Social Studies

Cited by 9 publications

References 25 publications

Labor Demand Analysis In The Elderly Market Segment

Labor Demand Analysis In The Elderly Market Segment

Editorial

Employers’ Policies and Attitudes Towards the Performance of Older Employees in Lithuania

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