The Social Construction of Retirement and Evolving Policy Discourse of Working Longer

Abstract

This article is concerned with the evolving social construction of older workers and retirement. Evolving and competing ‘world-views’ from public policy, and social advocacy of productive and vulnerable older workers, are described and critiqued. Contradictions and disjunctions, in terms of public policies aimed at changing employer behaviour towards older workers, are identified. It is argued that present representations of older workers have serious flaws that provide a weak basis for policy development and may not only undermine the prospects for overcoming prejudicial societal attitudes but may in fact strengthen them. It is further argued that sheltering older workers in employment placements will inevitably limit the extent and nature of their participation. Instead, the mainstreaming of their employment is justified, bearing in mind negative attitudes towards ageing.

Gendered Ageism in Australia: Changing Perceptions of Age Discrimination among Older Men and Women

“…Moreover, in universalising seemingly positive “qualities,” such as reliability and experience, to champion the recruitment of older workers, such approaches may paradoxically reinforce the exclusion of older workers from some sectors. As Taylor and Earl (: 259) observe, “while reliability … may be viewed by employers as positive for repetitive and predictable tasks in a routine, it may be perceived unfavourably for flexible, innovative and creative employees”. Similarly, Riach (: 1704) points out that favourable connotations of older workers “as reliable and loyal” may tacitly reinforce the negative stereotyping of older workers on other dimensions “as maladaptable to change, new technology or training”.…”

“…Taylor and Earl (: 255) argue that ageism is also evident in stereotypically positive characteristics ascribed to older workers: that they are “loyal, dependable, experienced and knowledgeable, as well as having wisdom, a good temperament, a strong work‐ethic, corporate knowledge, commitment to an organisation, job satisfaction, and stability”. Critically, the qualities that older workers tend to be rated more highly on appear to be given less weight during recruitment (Taylor & Earl, ), and younger profiles are preferred by employers even in the case of low‐status roles (Solem, ; Abrams et al ., ).…”

“…From this perspective, ageism is seen as irrational and inefficient because it is based on mistaken beliefs about older workers’ productivity and skills that lead to a waste of human capital and sub‐optimal recruitment outcomes. One set of characteristically positive age stereotypes is invoked “in order to challenge another” as older workers’ “‘experience’, ‘reliability’ and ‘loyalty’ is promoted over, presumably, that of younger people who are considered to be less experienced, less reliable and lacking loyalty” (Taylor & Earl, : 258).…”

Recent public policy and Australian older workers

“…As Taylor and Earl (2016) have outlined, growing older in Australia has often been described in pejorative terms, including by the national advocacy organisation COTA (2013) in claiming that ageism is 'endemic in our society', and by the Australian Human Rights Commission (2013; 2015a) in reporting that ageing has predominantly negative connotations. As Taylor and Earl (2016) have outlined, growing older in Australia has often been described in pejorative terms, including by the national advocacy organisation COTA (2013) in claiming that ageism is 'endemic in our society', and by the Australian Human Rights Commission (2013; 2015a) in reporting that ageing has predominantly negative connotations.…”

“…In Australia the policy and advocacy literature has been largely unequivocal and uncritical in terms of considering age discrimination to be such a significant impediment to the labour force participation of older people that it has necessitated a special policy focus. As Taylor and Earl (2016) have outlined, growing older in Australia has often been described in pejorative terms, including by the national advocacy organisation COTA (2013) in claiming that ageism is 'endemic in our society', and by the Australian Human Rights Commission (2013; 2015a) in reporting that ageing has predominantly negative connotations. This is despite other evidence that age discrimination is experienced by a minority of older Australians overall, although with notable variations according to employment status (Adair et al 2013), and that among the population, levels of life satisfaction are highest for some older people, but with wide variation over the age of 45 (ABS 2010b).…”