Managing an Age Diverse Workforce

Transcription

1 Managing an Age Diverse Workforce

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3 Managing an Age Diverse Workforce Edited by Emma Parry and Shaun Tyson

4 Selection and editorial content Emma Parry and Shaun Tyson 2011 Individual chapters the contributors 2011 Softcover reprint of the hardcover 1st edition All rights reserved. No reproduction, copy or transmission of this publication may be made without written permission. No portion of this publication may be reproduced, copied or transmitted save with written permission or in accordance with the provisions of the Copyright, Designs and Patents Act 1988, or under the terms of any licence permitting limited copying issued by the Copyright Licensing Agency, Saffron House, 6 10 Kirby Street, London EC1N 8TS. Any person who does any unauthorized act in relation to this publication may be liable to criminal prosecution and civil claims for damages. The authors have asserted their rights to be identified as the authors of this work in accordance with the Copyright, Designs and Patents Act First published 2011 by PALGRAVE MACMILLAN Palgrave Macmillan in the UK is an imprint of Macmillan Publishers Limited, registered in England, company number , of Houndmills, Basingstoke, Hampshire RG21 6XS. Palgrave Macmillan in the US is a division of St Martin s Press LLC, 175 Fifth Avenue, New York, NY Palgrave Macmillan is the global academic imprint of the above companies and has companies and representatives throughout the world. Palgrave and Macmillan are registered trademarks in the United States, the United Kingdom, Europe and other countries. ISBN DOI / ISBN (ebook) A catalogue record for this book is available from the British Library. Library of Congress Cataloging-in-Publication Data Managing an age diverse workforce / edited by Emma Parry and Shaun Tyson. p. cm. Includes bibliographical references. 1. Diversity in the workplace Management. 2. Conflict of generations in the workplace Management. 3. Intergenerational relations. 4. Older people Employment. 5. Youth Employment. I. Parry, Emma. II. Tyson, Shaun HF C75M dc Transferred to Digital Printing in 2014

5 Contents List of Figures List of Tables About the Editors Notes on Contributors Acknowledgements vii viii x xi xiii 1 Introduction 1 Emma Parry and Shaun Tyson Part I The Importance of Age Diversity 2 The Business Case for an Age-diverse Workforce 7 Donna Buttigieg 3 Age Discrimination and the Law: Forging the Way Ahead 24 Jonathan Herring Part II The Nature of Age and Age Diversity 4 Situating Age (In)equality within the Paradigm and Practices of Diversity Management 43 Kat Riach 5 The Relationship between Gender and Age 59 Wendy Loretto and Sarah Vickerstaff 6 The Prism of Age: Managing Age Diversity in the Twenty-First-Century Workplace 80 Marcie Pitt-Catsouphes, Christina Matz-Costa and Melissa Brown 7 The Impact of Generational Diversity on People Management 95 Emma Parry and Peter Urwin Part III The Employee s Perspective 8 Ageism and Age Discrimination: The Experiences and Perceptions of Older Employees 115 Fiona Carmichael, Claire Hulme, Lorna Porcellato, Barbara Ingham and Arvin Prashar v

6 vi Contents 9 The Role of Age in Career Progression: Motivation and Barriers to Fulfilment in Older Employees 129 Dianne Bown-Wilson 10 Younger Academics Expectations about Work and Future Employers 150 Wolfgang Mayrhofer, Odd Nordhaug and Carlos Obeso Part IV The Employer s Perspective on Managing an Age-Diverse Workforce 11 Extending Working Life: The Retention of Older Workers 173 Vanessa Beck 12 The Importance of Teaching Old Dogs New Tricks : Training and Learning Opportunities for Older Workers 189 Alan Felstead 13 Health and Well-Being in Older Workers: Capacity Change with Age 206 Sarah Harper Part V Managing an Age-Diverse Workforce Across National Contexts 14 The Impact of National Context on Managing Age Diversity: The Cases of the UK and Germany 223 Michael Müller-Camen, Matt Flynn and Heike Schroeder 15 Working Longer in National Contexts: Comparing Japan and the United States 246 Masa Higo and Jungui Lee References 261 Index 298

7 List of Figures 4.1 B&Q s promotion of older workers Proportion of those in employment in each age group who are women Proportion of those in employment in each age group working part time Proportion of self-employed among those in employment, by gender and age Proportion of the employed working in the public sector, by age and gender Two examples of age-management strategies Assumptions about the connections of age-related experiences Mean job satisfaction by physical cognitive age and flexibility fit Mean job satisfaction by occupational/career age and satisfaction with learning and development opportunities Desired career fields for one s professional future Logistics Company Older workers employment rates in selected parts of the world, Institutional characteristics for age management in UK and Germany Japan and the US compared: percentage of economically active population by gender and age group, Japan and the US compared: trend of average annual labour force growth, vii

8 List of Tables 2.1 Population ratios and employment rates of older people in OECD countries, Population ratios and employment rates of older people in selected non-oecd countries, Population growth rates, net migration rates and fertility rates in OECD countries, Population growth rates, net migration rates and fertility rates in selected non-oecd countries, Public expenditure on pensions as proportion of GDP in OECD countries, Economic activity for men and women by age group (UK), January March Largest industries in terms of employment, by gender and age group Occupational categories, by gender and age Generational groups currently in the workforce Characteristics of four generational groups Events affecting the values of four generations Employment rates in the UK, France, Greece and Austria, Perceived importance of a range of factors influencing choice of first job, on scale of 1 to Perceived importance of competencies needed to be a good manager Training and its quality by age and gender, Reasons for and consequences of the lack of training by age and gender, Learning sources for improved job performance by age Learning requirements of jobs by age 202 viii

9 List of Tables ix 12.5 Line management facilitation of learning and development by age Sharing knowledge at work by, age Institutional framework for age management The employed percentage of men aged in Germany, the UK and the EU-15 countries, The employed percentage of women aged in Germany, the UK and the EU-15 countries,

10 About the Editors Dr Emma Parry is a Principal Research Fellow at Cranfield School of Management. Her research interests include managing an ageing workforce, generational diversity, e-hrm and HRM in the voluntary sector. Emma earned her BSc (Hons) in Psychology from London Guildhall University in 1993 and her MSc and Ph.D. in Applied (Occupational) Psychology from Cranfield University in 1996 and 2001 respectively. Emma has conducted a considerable amount of research looking at the ageing workforce including a number of CIPD-commissioned projects regarding Age and Recruitment, Total Rewards for an Ageing Workforce and The Impact of Generational Diversity on People Management. Emma is a member of the 5C global academic collaboration examining career success and career transitions across cultures and generations, and a member of the global team for the Center of Aging and Work at Boston College, USA. Emma is the author of numerous publications and conference papers in the field of HRM, including several in the area of managing an ageing workforce. Shaun Tyson is Emeritus Professor of Human Resource Management, Cranfield University. He was awarded a Ph.D. from London School of Economics, and is a Fellow of the Chartered Institute of Personnel and Development. He is also a member of the Association Française de Gestion des Ressources Humaines, and was a Visiting Professor at the University of Paris for five years. He is currently a visiting professor at the University of Westminster. He spent 11 years working as a senior HR practitioner in retail and manufacturing industries, and five years in the public sector. For 20 years he was the Director of the Human Resource Research Centre at Cranfield School of Management. He has written 20 books on human resource management, industrial relations and organisational behaviour, and has published extensively on human resource strategy and policies. He has carried out consultancy assignments and research with a wide range of public sector and private sector organisations in the UK and abroad, including a number of research projects concerned with age discrimination and diversity. He currently chairs the Remuneration Committee of the Law Society. x

11 Notes on Contributors Vanessa Beck is a Lecturer in Employment Studies at the Centre for Labour Market Studies, University of Leicester. Dianne Bown-Wilson is a consultant in age management and a Doctoral Researcher at Cranfield School of Management. Melissa Brown is a Research Assistant at the Sloan Center on Aging & Work and a doctoral candidate in the School of Social Work at Boston College. Donna Buttigieg an Associate Professor in the Department of Management at Monash University. Fiona Carmichael is Reader in Industrial and Labour Economics at the University of Birmingham. Alan Felstead is Research Professor at the School of Social Sciences, Cardiff University. Matt Flynn is a Senior Lecturer in Human Resource Management at Middlesex University Business School. Sarah Harper is Professor of Gerontology at the University of Oxford and Director of the Oxford Institute of Ageing. Jonathan Herring is a Fellow in Law at Exeter College, University of Oxford. Masa Higo a Research Associate at Sloan Center on Aging & Work at Boston College. Claire Hulme is a Lecturer in Health Economics at the Academic Unit of Health Economics, Leeds Institute of Health Sciences, University of Leeds. Barbara Ingham is Reader in Economics at the University of Salford. Jungui Lee a research associate at Sloan Center on Aging & Work at Boston College. Wendy Loretto is Senior Lecturer in Organisation Studies at the University of Edinburgh Business School. xi

12 xii Notes on Contributors Christina Matz-Costa, MSW, is the Associate Director of Research at the Sloan Center on Aging & Work at Boston College and a Ph.D. candidate in the Boston College Graduate School of Social Work. Wolfgang Mayrhofer is Professor of Management at Vienna University of Economics and Business. Michael Müller-Camen is a Professor of International Human Resource Management at Middlesex University Business School. Odd Nordhaug is a Professor in Administrative Science at the Norwegian School of Economics and Business Administration. Carlos Obeso is a Professor in Personnel Management at ESADE- Barcelona. Emma Parry is a Principal Research Fellow in Human Resource Management at Cranfield School of Management, and a co-editor of the present collection. Marcie Pitt-Catsouphes directs the Sloan Center on Aging & Work at Boston College, where she is Associate Professor at the Graduate School of Social Work, with an appointment at the Carroll School of Management. She is a visiting professor at Middlesex University in the UK. Lorna Porcellato is a Senior Lecturer in Public Health, Faculty of Health and Applied Social Sciences at Liverpool John Moore s University. Arvin Prashar is a Research Fellow at the University of Salford. Kat Riach is a lecturer in Management at Essex Business School, University of Essex. Heike Schroeder is a Ph.D. candidate in Human Resource Management at Middlesex University Business School. Shaun Tyson is Emeritus Professor in Human Resource Management at Cranfield School of Management, and a co-editor of the present collection. Peter Urwin is Professor of Applied Economics at the University of Westminster and Director of the Centre for Employment Research at the Westminster Business School. Sarah Vickerstaff is Professor of Work and Employment at the School of Social Policy, Sociology and Social Research at the University of Kent.

13 Acknowledgements The editors would like to thank our contributors for providing such insightful and thought-provoking chapters. Without them, this volume would have been impossible. In addition, we would like to thank Jean Hutton, Alison Cain and Jayne Ashley for their practical, and at times psychological, support in putting this book together; and also our publisher, Palgrave Macmillan, for helping us to bring this project to the market place. xiii