Ageism is a widespread phenomenon and constitutes a significant threat to older people’s well-being. Identifying the factors contributing to ageism is critical to inform policies that minimise its societal impact. In this systematic review, we gathered and summarised empirical studies exploring the key determinants of ageism against older people for a period of over forty years (1970–2017). A comprehensive search using fourteen databases identified all published records related to the umbrella concept of “ageism”. Reviewers independently screened the final pool to identify all papers focusing on determinants, according to a predefined list of inclusion and exclusion criteria. All relevant information was extracted and summarised following a narrative synthesis approach. A total of 199 papers were included in this review. We identified a total of 14 determinants as robustly associated with ageism. Of these, 13 have an effect on other-directed ageism, and one on self-directed ageism. The quality of contact with older people and the positive or negative presentation of older people to others emerged as the most robust determinants of other-directed ageism; self-directed ageism is mostly determined by older adults’ health status. Given the correlational nature of most studies included in this review, inferences on causality should be made cautiously.

Ageism is a widespread phenomenon and constitutes a significant threat to older people’s well-being. Identifying the factors contributing to ageism is critical to design policies that minimize its societal impact. In this systematic review, we gathered and summarized empirical studies exploring the key determinants of ageism against older people.

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Earlier employment choices based on family events in earlier life have an impact up until late working life, especially in welfare regimes that encourage the breadwinner-caretaker division. We investigate types of late employment patterns and how these are associated with earlier family events. We also test whether the association between early family history and late working life varies across five welfare regimes. Using retrospective life history data from SHARELIFE, our sample consists of 10,913 women and 10,614 men aged 65 years and older. Late working life trajectories are analyzed using gender-separate sequence analyses, which are summarized into eight groups applying cluster analyses. Using average marginal and interaction effects, we explain how the association between types of late working life, coresidential partnership history and parenthood history differs by welfare states. For instance, women’s late employment is either shaped by unpaid care or paid (full- or part-time) work but not both, whereas men’s late working life is mainly shaped by full-time work. Family history in earlier life is linked to unpaid care and part-time work—an association strongest in liberal and southern welfare regimes. However, among men earlier family events are linked to full-time work. Policymakers need gender-specific strategies to integrate workers into late working life. The implementation of new policies should aim to prevent these social inequalities in early life, as employment decisions caused by family history in earlier life stages—especially for women—tend to cumulate over the life course.

As populations are ageing concerns regarding the sustainability of European welfare states have come to the forefront. In reaction, policy makers have implemented measurements aimed at the prolongation of working lives. This study investigates weather older workers have adapted their planned retirement age, as a result of this new policy credo. Based on data from Survey of Health, Ageing and Retirement in Europe (SHARE) the analysis shows an increase of the planned retirement age (1.36 years) across all ten European countries investigated, albeit with country-specific variations. Variations on the individual level can be detected in regard to gender, education and self-reported health status.

One of the fastest growing labour market groups is working pensioners, meaning those who work past the statutory retirement age whilst receiving a pension. Previous research has investigated the motives of this group and found very heterogeneous reasons for employment in retirement. However, little is known about the expectations and preferred work arrangements of older workers regarding a potential post-retirement employment. Using data from the German survey transitions and old age potential, we explore older workers’ motives, preferences and expectations towards working in retirement. Results show that about half of the respondents plan to work in addition to receiving a pension; however, the share is higher amongst men and those with higher levels of education. The motives for staying in post-retirement employment vary as well: using latent class analysis, we find four distinct patterns of motives that can be classified as (1) financially-driven, (2) status-driven, (3) contact and fun-driven, as well as (4) generativity-driven, underlining the complexity of retirement decisions. Furthermore, preferences regarding arrangements when combining work and retirement are very heterogeneous. Whilst highly educated men want to work as self-employed, women and those with lower qualifications want to stay in their old jobs. Only small differences were found regarding preferred hours (about 17) and days per week (2.24). In summary, the results show that the rapidly growing group of working pensioners and their preferences should be seen as characterised by differences by those responsible for creating these post-retirement employment opportunities.

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