Search results for ‘Subject term:"age discrimination"’ Sort:
Results 1 - 10 of 93
When is a carer’s employment at risk? Longitudinal analysis of unpaid care and employment in midlife in England
- Authors:
- KING Derek, PICKARD Linda
- Journal article citation:
- Health and Social Care in the Community, 21(3), 2013, pp.303-314.
- Publisher:
- Wiley
This article examines the thresholds at which provision of unpaid care affects employment in England. Previous research has shown that providing care for 20 or more hours a week has a negative effect on employment. The present article explores the impact of a lower threshold and asks whether provision of care for 10 or more hours a week has a negative effect on employment. The article focuses on women and men aged between 50 and State Pension Age (60 for women, 65 for men). The study uses data from the first four waves of the English Longitudinal Study of Ageing (ELSA), collected in 2002/2003, 2004/2005, 2006/2007 and 2008/2009. Across these waves, there are 17 123 people aged 50–59/64 years, of whom 9% provide unpaid care to an adult. Using logistic regression analysis of the longitudinal data, the study finds that employed women in their fifties who start providing care for <10 hours a week are significantly more likely to remain in employment one wave later than similar women who have not started to provide care. In contrast, employed women in their fifties who start providing care for 10 or more hours a week are significantly less likely to remain in employment one wave later than similar women who have not started to provide care. Employed men aged between 50 and State Pension Age, who provide care for 10 or more hours a week at the beginning of the period have a significantly reduced employment rate one wave later than those who do not provide care. The study therefore suggests that carers’ employment may be negatively affected when care is provided at a lower intensity than is generally estimated in England. This has important implications for local authorities, who have a duty to provide services to carers whose employment is at risk. (Publisher abstract)
Prevalence and correlates of perceived workplace discrimination among older workers in the United States of America
- Authors:
- CHOU Rita Jing-Ann, CHOI Namkee G.
- Journal article citation:
- Ageing and Society, 31(6), August 2011, pp.1051-1070.
- Publisher:
- Cambridge University Press
Based on data about 420 older workers aged 50 years and above from a national survey (Midlife in the United States II), this study examined the prevalence of perceived workplace discrimination among older workers, and sociodemographic factors that are associated with workplace discrimination. The analysis indicated that more than 81% of the older workers encountered at least one workplace discriminatory treatment within a year. The article includes tables with details of types and prevalence of perceived workplace discrimination among older workers and differences with age, gender, race/ethnicity, education, occupation and wage. Lower education, racial/ethnic minority status and lower wages were associated with higher prevalence of perceived workplace discrimination. The findings also showed that supervisor support was more essential than co-worker support in alleviating perceived workplace discrimination. The authors conclude that as older adults are increasing workforce participation, reducing workplace discrimination against older workers deserves more attention.
'Third-age' workers caring for adults and older people in England: findings from secondary analysis of the National Minimum Data Set for Social Care
- Authors:
- HUSSEIN Shereen, MANTHORPE Jill
- Journal article citation:
- Diversity in Health and Care, 8(2), June 2011, pp.103-112.
- Publisher:
- Radcliffe Publishing
Even though the UK has implemented policies to combat the effects of age discrimination, ageism is still evident in the hiring, retention and career development opportunities of older workers. As such, this paper investigated the current stock of older workers in the adult social care sector in England. Data was drawn from the National Minimum Data Set for Social Care, and included 80,000 samples of workers. The paper examined the changing profile of three closely related third-age cohorts and investigate the similarities and differences between those working in the care sector aged 60 years or older, and two younger age groups, namely 50-54 and 55-59 years. Analysis revealed that workers in the age range 50-75 years constitute nearly 40% of the whole workforce. In particular, the impact of the oldest third-age group, aged 60-75 years, is substantial, contributing to around 12% of the total. The implications of this diversity are explored.
'But I don't want to retire'
- Author:
- TICKLE Louise
- Journal article citation:
- Community Care, 2.10.08, 2008, pp.16-17.
- Publisher:
- Reed Business Information
Despite the Employment Equality (Age) Regulations 2006 outlawing age discrimination in employment, the UK government have decided to interpret the wording of the EU directive in a manner that allows employers to apply a default retirement age of 65. Discusses the implications for social workers who want to continue to work beyond retirement age. The article highlights what older workers have to offer and also discusses the risk of discrimination claims.
Upskilling older workers
- Authors:
- MAYHEW Ken, ELLIOTT Matt, RIJKERS Bob
- Journal article citation:
- Ageing Horizons, 8, 2008, Online only
- Publisher:
- Oxford Institute of Ageing
- Place of publication:
- Oxford
Governments across much of the developed world are concerned to increase activity rates and employment among older workers and more generally to improve their position in the labour market. The use of education and training provision is prominent among the various policies that have been advocated for this purpose, and this paper evaluates the role that such provision might play. Training is intended to increase the human capital of its recipients by enhancing their knowledge and skills. However, if this training is to improve the labour market position of individuals, the extra human capital must be economically productive and, as with any government intervention, the benefits of the policy must be evaluated against the costs and with alternative policy options in mind.
Age Partnership Group (APG) products evaluation phase 2
- Author:
- TNS UK
- Publisher:
- Age Partnership Group
- Publication year:
- 2007
- Pagination:
- 70p.
- Place of publication:
- Sheffield
This report is the final evaluation report on the Age Partnership Group 'Be Ready' campaign. The campaign was part of the 2004 Budget announcement, which awarded £4.2m for a high profile national guidance campaign to raise employers' awareness of, and ability to adopt age good practice and flexible approaches to work and retirement in the run up to Age Discrimination Regulations, implemented 1 October 2006. It also aimed to help increase the recruitment, training and retention of older workers. The campaign ran from May 2005 through to end April 2007. This report is based on interviews with 1,930 of the 140,000 employers who ordered 'Be Ready' materials. The survey was carried out through November/December 2006, following the implementation of age regulations in October. The final evaluation found that of the employers surveyed: 95% rated the guidance materials as good to excellent; 29% had made changes to their recruitment practices; 22% to their selection and retirement practices and only 18% still operated a fixed retirement age, with a quarter planning to remove it. TNS interviewed 1,930 organisations from a sample of 140,000 organisations who had ordered or been sent updated 'Be Ready' materials from June 2006 onwards. The research focused on the interviewee's perception of the new materials and also asked additional questions about how the implementation of Age Regulations in October 2006 had affected them.
Women's experiences and perceptions of age discrimination in employment: implications for research and policy
- Authors:
- WALKER Helen, et al
- Journal article citation:
- Social Policy and Society, 6(1), January 2007, pp.37-48.
- Publisher:
- Cambridge University Press
This paper reports on pilot study research for an ESF funded project. It examines the experiences and perceptions of 12 women in relation to the concept of ageism in paid employment. The women were all aged 50 or over at the time. The results show that whilst most of the women had faced (to differing degrees) or observed gender and age based discrimination, the experiences and interpretations revealed were not static, nor isolated from the wider historical, cultural and social contexts in which these women had grown up and grown older. It is therefore argued that policy attempts to combat age discrimination will need to take account of the gender dimension of ageism as well as the different ways in which it impacts on older women. For this to occur, more research and debate are needed on the issues raised in this paper.
Ageing, disability and workplace accommodations
- Authors:
- MCMULLIN Julie Ann, SHUEY Kim M.
- Journal article citation:
- Ageing and Society, 26(6), November 2006, pp.831-847.
- Publisher:
- Cambridge University Press
In most western nations, laws discourage discrimination in paid employment on the basis of disability, but for these policies to be of benefit, individuals must define their functional limitations as disabilities. There is a strong relationship between age and disability among those of working age, yet it is unclear whether older workers attribute their limitations to disability or to ‘natural ageing’. If the latter is true, they may not believe that they need or qualify for workplace accommodations (i.e. adaptations or interventions at the workplace). Similarly, if an employer ascribes a worker's limitation to ‘natural ageing’, rather than to a disability, they may not offer compensatory accommodation. Using data from the Canadian 2001 Participation and Activity Limitation Survey, this paper asks whether workers who ascribe their functional limitation to ageing are as likely as those who do not to report a need for a workplace accommodation. It also addresses whether those who identify a need for compensatory accommodations and who ascribe their limitation to ageing have unmet workplace-accommodation needs. The findings suggest that, even when other factors are controlled, e.g. the type and severity of disability, the number of limiting conditions, gender, age, education, income and occupation, those who made the ageing attribution were less likely to recognise the need for an accommodation; and among those who acknowledged a need, those who ascribed their disability to ageing were less likely to have their needs met.
The outlawing of age discrimination
- Author:
- CORBITT Terry
- Journal article citation:
- Justice of the Peace, 12.08.06, 2006, pp.613-615.
- Publisher:
- Butterworth
This article briefly outlines the Employment Equality (Age) Regulations 2006 which come into force on October 1, 2006, and will outlaw discrimination in employment and vocational training. The article describes the four categories of discrimination that will be unlawful: direct and indirect discrimination, harassment and victimization.
How to make it an age of opportunity
- Author:
- BRIGGS Shirley
- Journal article citation:
- Voluntary Voice, 192, July 2006, pp.14-15.
- Publisher:
- London Voluntary Service Council
New regulations are about to outlaw discrimination on the grounds of age. The author outlines some of the key changes and actions that voluntary organisations should take.