Abstract
This edited volume presents an analysis of a wide range of issues facing older workers, managers and governments in the context of an ageing society. It is timely, given that almost 10 years have now passed since the OECD published their widely accepted policy platform for increasing older workers’ labour force participation (OECD, 2006). Citing a lack of critical debate regarding the objectives and likely effects of these policy reforms, the aim of the book is to contribute to social policy discussions. This aim is largely met with the various authors offering a range of insights from multidisciplinary viewpoints across 18 chapters. The wide coverage of issues and country specific factors offered in this volume demonstrate the many and varied difficulties faced by the key stakeholders in increasing older worker labour force participation. The common theme throughout many chapters appears to be that employers have to take more responsibility for employing older workers or ensuring an older worker friendly environment. However, a deeper discussion of how this can occur in practice is lacking.
Taylor sets the scene by depicting the rollercoaster ride observed in the labor force statistics of older workers in most developed economies over recent decades. On the surface there appears to be a clear dichotomy between European versus North American explanations to these trends. Historically, European governments played an active role in removing older workers from labour markets to make way for youth. In contrast, trends in Northern American countries were explained more as individuals’ reaction to financial incentives within a neoclassical framework. Although this Europe/North America generalization is appealing in its simplicity, Taylor thoroughly explores the differences in trends across many countries, including within regions, with regard to specific labour market trends and policy reform initiatives.
The vast range of public policies and the challenges faced by various individual countries is covered well in Part 1. While we generally observe a strict adherence to OECD inspired pension reforms to address older worker labour force participation in most countries, an interesting insight into the use of nonfinancial incentives is provided by Scandanavian countries where we observe both generous welfare and low rates of early exit. Further analysis of these countries points toward the role of attitude to work and the importance of work orientation and of labour market structures and their institutional surroundings. Similarly, the chapter critiquing German policy efforts emphasizes that financial incentives alone are not sufficient and that employment policies must consider aspects such as older workers’ employability and qualifications, motivation and working conditions.
Issues surrounding the important theme of human capital are then explored in Part 2 of the book, particularly lifelong learning and the training of older workers. Unfortunately, the reality is that older workers typically receive fewer training opportunities compared to their younger counterparts. The crucial need for employers to revisit this practice is repeated by many authors.
The management of ageing workforces is explored in Part 3, emphasizing the role of employer responsibility with regard to recruitment and how work is organized and managed. Part 4 provides an interesting discussion and critique of the recent popularity of analysing ‘generations’ in human resource literature. The usefulness of analysing stereotypical generalizations for a broad group such as the baby boomer generation is questioned.
Finally, Part 5 addresses the management of labour supply in an ageing and globalized society. The assumption that ageing societies naturally translate into ageing workforces is challenged, particularly when there is a reluctance on the part of the manufacturing sector to consider hiring older workers, even when faced with labour shortages. Furthermore, it is argued that the recent inroads in employment rates and the positive treatment of older workers in the workplace can be easily eroded when economic conditions are not so favourable.
This book provides a valuable insight into the many facets of issues facing older workers, managers and governments in the context of an ageing society. The many challenges for these three key stakeholders are clearly established within the 18 chapters. However, the breadth of topics covered across these chapters sometimes comes at the expense of the depth, flow and readability of the book. The large number of small chapters means that while a key point may be established, it is rarely explored in depth.
While we have heard much discussion to date regarding the mutual obligation of governments and older workers themselves, it appears that little can be done without the commitment and change of mindset from employers. This point is clearly established; however, a comprehensive solution to this problem remains elusive and unresolved in this volume.