HEALTH AND ILLNESS ISSUES FACING AN AGING WORKFORCE IN THE NEW MILLENNIUM

This article raises key social issues facing an aging workforce, including the increasing levels of employment after retirement, the concentration of older workers in the service industries and in part-time work, and the impact of technological innovation on older workers. The article examines the experiences of older workers in the context of the other major social roles occupied by women and men aged 55 and older. This review provides medical sociologists several suggestions for new or continued areas for research as we move into the new millennium on health and illness issues relevant to older workers in the United States.     

Training,Technological Changes,and Displacement

By matching industry/occupation data on training to displaced worker data from the Current Population Surveys, this paper analyzes why many older workers were displaced by technological changes in the 1990s, and why these workers incurred large earnings losses. When technological changes depreciate the existing stock of firm-specific human capital, older workers who receive higher wages from the sharing arrangement of the returns to investment in firm-specific human capital are dismissed as firms find it unprofitable to retain them. These displaced workers have higher predisplacement wages with steeper wage–tenure profiles, and hence incur larger earnings losses after displacement than other displaced workers.

Changes in the influence of early marriage on the educational attainment of men and women

We test hypotheses regarding generational differences in the effects on organizational loyalty of workplace insecurity, restructured workplace temporalities, and technological access to the workplace. We argue that large-scale social changes have eroded the social employment contract and impacted these features of the workplace. Further, these new working conditions will have a greater impact on the organizational loyalty and commitment of older cohorts of workers whose expectations were formed under the previous social contract than on more recent cohorts. With the exception of insecurity, our results generally support our hypotheses. They also have some intriguing implications that the conditions that dampen the loyalty of older cohorts enhance that of younger. Likewise, they raise important questions about what factors affect the loyalty of younger generations of workers and what role the increasing reliance on technology for work outside of “normal” working hours might play in fostering loyal employees.     

Manufacturing employees and technological change

Understanding why some workers resist technological change while others accept and facilitate it may be crucial for the survival of manufacturing firms. This study analyzes managers’ perceptions of employees’ reactions to technological changes at 206 Canadian manufacturing plants that made technological changes in their production operations between 1980 and 1988. The results indicate that the presence of a union and a technology clause in the contract significantly increase managers’ perceptions of employee resistance to technological changes. To avoid worker resistance to such changes, the results suggest that management should provide workers with an effective participation in the decision-making process and, if feasible, choose technology that will increase workers’ skill requirements.     

W/age bias in worker displacement: how industrial structure shapes the job loss and earnings decline of older American workers

This paper examines age differences in patterns of worker displacement and employment and earnings changes of displaced workers. Data from the 1998 Displaced Worker Supplement (DWS) of the Current Population Survey (CPS) indicate that older displaced workers possessed higher weekly wages than did younger workers at the time of their displacement. Moreover, older displaced workers suffered greater amounts of earnings loss than did younger displaced workers. Older workers, more often than younger workers, were displaced from jobs in the goods-producing sector. We attribute this age and industry difference in displacement to the higher earnings premium of older workers in the goods producing sector relative to the earnings premium of older workers in the service-producing sector. The age bias against older displaced workers may be viewed as part of social structural changes in the economy that have reduced the wage premium of the more expensive age segment of the workforce within industries that may economically benefit the most.     

Are employers changing their behavior toward older workers? An analysis of employers' surveys 2000-2009

This article addresses possible changes in Dutch employers' behavior regarding the recruitment and retention of older workers during the last decade. The authors analyze surveys administered to Dutch employers in 2000, 2002, 2005, 2008, and 2009. The results show that efforts to recruit older workers are changing, congruous with the economic climate, while retention behavior shows a clear and rather gradual time effect. The authors conclude that the position of older workers has improved between 2000 and 2008 and has done so in comparison with other underrepresented groups in the labor market. During the recession, recruitment of older workers declined substantially, while efforts to retain older workers are in both absolute and relative terms higher than in 2000. With respect to organizational policies, the authors conclude that throughout the period under observation these policies are dominated by measures that "spare" older workers.     

Working with Older People with Alcohol Problems: Insight from Specialist Substance Misuse Professionals and their Service Users

Significant numbers of older people worldwide have a drinking level or pattern which places them at risk of harm. In England, older people are more likely to be admitted to hospital for an alcohol-related condition than younger people and levels of alcohol-related harm are increasing fastest in this population. Whilst alcohol problems in older people are highly treatable, they frequently go undetected or ignored. The aim of this study was to develop guidelines for health and social care workers on what intervention strategies are likely to work best with older drinkers. Insight from alcohol practitioners who specialise in working with older people and the perspectives of older people receiving alcohol treatment were gained through focus groups and individual interviews. This paper reports some of the key findings including a perception that health and social care workers often did not intervene when alcohol misuse was suspected because of ageist attitudes and false beliefs about older people's drinking. Participants however acknowledged that social workers faced difficult choices in relation to the ‘right’ of older people with alcohol problems to continue to drink and the ‘risk’ associated with them doing so. The implications for social work education and training are discussed.     

The relationship between employer‐provided training and the retention of older workers: Evidence from Germany

A substantial portion of Germany's workforce will soon retire, making it difficult for businesses to meet their human capital needs; training older workers may help to manage this demographic transition. The authors therefore examine the relationships between employer‐provided training programmes, wages and retirement among older workers. They find that when establishments offer special training programmes targeted at these workers, women – especially low‐paid women – are less likely to retire, possibly because of consequent wage growth. Their results suggest that such targeted training can indeed play an important role in retaining low‐wage older women and advancing their careers.     

Ergonomics as a tool in prolonging youth and postponing ageing

The EU and its Member States have identified population ageing as one of the key economic and social challenges to be faced. A high employment rate for older workers is essential. The ability to work is a prerequisite for a high employment rate for older workers. From 1965-2000, we carried out physiological and ergonomic studies in enterprises in Estonia, Russia, Ukraine and Moldova and proposed measures to avoid health risks. Our investigations were commissioned by industrial enterprises to improve the workplace and working conditions. The most interesting finding was that it was possible to markedly postpone the development of ageing changes in workers' bodies by up to 20 years without major investments.     

Talking about sexual identity with older men

How do social workers begin to talk about sexual identity when conducting assessments with older men? This paper focuses on work with older gay men and highlights the importance of talking about sexual identity in order to prevent it being rendered invisible. While there may be some risks associated with openly identifying as gay, such as homophobic violence, being open about one's sexuality is important for maintaining self-esteem and mental health. Despite the obstacles facing social workers in talking to older men about their sexual identity, it is essential that they do not ignore this aspect of people's lives. Therefore it is important that social workers open themselves up to the possibility that an older man might be gay or bisexual and help construct environments that enable the disclosure of this aspect of his identity.     

Adaptation of the older worker to occupational challenges

The occupational adaptation practice model guided the search for and the analysis of the literature on the older worker. The purpose of this literature review was to: identify the occupational challenges that older workers experience, determine ways in which the occupational therapist can promote the occupational adaptation of older workers, and articulate the research and policy changes implied in the model related to health and improved productivity. The analysis of the worker's personal characteristics, work tasks, and environments highlighted the types of occupational challenges that may overwhelm the older worker's adaptive capacity. Straining adaptive capacity of the older worker leads to degradation in levels of mastery. The occupational therapist and others could assist the older worker to achieve relative mastery in response to occupational challenges through ergonomic solutions, training, assistive devices, management policy, and health promotion. Combined efforts of the employer, of the occupational therapist, and of the older work to capitalize on the older worker's years of experience, existing skills, and knowledge facilitates higher job satisfaction, better performance, and an increased sense of well-being in the older worker.     

Skilling and deskilling: technological change in classical economic theory and its empirical evidence

This article reviews and brings together two literatures: classical political economists’ views on the skilling or deskilling nature of technological change in England, during the eighteenth and nineteenth centuries when they wrote, are compared with the empirical evidence about the skill effects of technological change that emerges from studies of economic historians. In both literatures, we look at both the skill impacts of technological change and at the “inducement mechanisms” that are envisaged for the introduction of new technologies. Adam Smith and Karl Marx both regarded the deskilling of the labour force as the predominant form of biased technical change, but other authors such as Charles Babbage also took account of capital-skill complementarities and skill-enhancing effects of technological change. For Smith, the deskilling bias was an unintended by-product of the increasing division of labour, which in his view “naturally” led to ever more simplification of workers’ tasks. As opposed to Smith, Marx considered unskilled-biased technical change as a bourgeois weapon in the class struggle for impairing the workers’ bargaining position. Studies of economic historians lend support to Marx’s hypothesis about the inducement mechanisms for the introduction of unskilled-biased innovations, but have produced no clear-cut empirical evidence for a deskilling tendency of eighteenth- and nineteenth-century technological change as a whole. Industrialization in the eighteenth and nineteenth centuries rather led to labour polarization, by simultaneously deskilling a large part of the workforce and raising the demand for some (but fewer) high-skilled workers.     

Exploring attitudes toward older workers among Australian employers: an empirical study

Research suggests that negative stereotyping is at the heart of age discrimination in not hiring older workers. As the aging of the population creates pressures to maintain older adults in the work force, it is important to gain knowledge of such stereotyping. A random sample of 128 hiring decision-makers across Australian industries responded to a questionnaire that was specifically developed to assess attitudes toward older workers. Results showed systematic negative stereotyping: Respondents indicated that they were unlikely to hire older workers. The likelihood of hiring significantly correlated with employers' attitudes. Specific attributes for which older workers were seen as inferior compared to younger workers included trainability, adaptability, creativity, and interest in new technology. The findings could inform policymakers and be utilized to develop interventions aimed to reduce hiring discrimination.     

Exploring Attitudes Toward Older Workers Among Australian Employers

Abstract

Research suggests that negative stereotyping is at the heart of age discrimination in not hiring older workers. As the aging of the population creates pressures to maintain older adults in the work force, it is important to gain knowledge of such stereotyping. A random sample of 128 hiring decision-makers across Australian industries responded to a questionnaire that was specifically developed to assess attitudes toward older workers. Results showed systematic negative stereotyping: Respondents indicated that they were unlikely to hire older workers. The likelihood of hiring significantly correlated with employers' attitudes. Specific attributes for which older workers were seen as inferior compared to younger workers included trainability, adaptability, creativity, and interest in new technology. The findings could inform policymakers and be utilized to develop interventions aimed to reduce hiring discrimination.     

Recent developments in the employment and retirement of older workers in Germany

Against a background of an aging population, rising social security costs, and foreseeable labor and skill shortages, there have been public policy changes affecting older workers in Germany. Labor-market related initiatives aim at an increase of labor force participation among this group. Enterprise-related, active age-management strategies aim at improving occupational conditions of aging workers. In this context, prolonging the working life must be seen as one option of "active aging." Another view of the current retirement discussion is the question of how the unused potential of Germany's younger, early-retired seniors can be exploited. Active aging has become a social duty nowadays, with the intention that older persons contribute to society to avoid generational conflicts. In the future, active aging will preserve the competitiveness of enterprises and of the entire economy, despite an aging labor force. But gerontological research points out that different options to carry out individual life plans of active aging are also required. This article reviews the changes in public policies towards older workers and includes the findings of a project that illustrates good practice to combat age barriers in the labor world.     

'I know I signed something': older people,families and social workers' understanding of the legal aspects of entry to residential care

This purpose of this paper is to report findings that older people are legally vulnerable when entering an aged care facility, that social workers lack knowledge of the legal aspects of this move and do not necessarily view this information as core to their practice. The structure of social work services mirror the disjuncture older people and their families experience at this time and this may, in part, explain social work's lack of attention to these issues. Although many social workers are in contact with older people, the profession in Australia has been slow to develop a knowledge base to support effective practice with this group.     

Negative Stereotyping of Older Nurses Despite Contact and Mere Exposure: The Case of Nursing Recruiters in Western Australia

Ageist attitudes have been identified across different industries. The nursing profession has a high proportion of older workers. As this facilitates regular contact with, as well as exposure to, older nurses, it may be expected to show less ageism. This study investigated 163 Western Australian nursing recruiters' attitudes toward older nurses. Results showed clear evidence of both negative and positive stereotyping of older nurses. Nursing recruiters indicated that they would be more than likely to hire older nurses and that age was less relevant in making hiring decisions. These findings suggest that enhancing the employability of older workers does not necessarily change ageist attitudes. This is relevant to policy formulation, attitude change interventions, and the well-being of older workers.     

Barriers to evidence based practice in accommodations for an aging workforce

According to a recent Government Accountability Office report, the number of workers over age 55 is projected to increase significantly over the next twenty years, with this demographic group projected to comprise as much as twenty percent of the workforce by 2015 [12]. Accommodating the functional limitations of a large number of older workers may prove challenging for employers; however, policies and practices shaped over the course of the next few decades could allow aging workers to remain a valuable part of the US economy. Given these considerations, it is useful from a public policy perspective to determine the degree to which employers are currently addressing the accommodation needs of older workers. This paper presents the results of a study that attempted to determine the extent to which a sample of Fortune 500 employers was currently accommodating older workers. The study's methodology (in particular, its use of semi-structured telephone interviews) is reevaluated and new options (such as anonymous online employer surveys) are considered for the valid and reliable collection of data on accommodations for older workers.     

Stress and coping among older workers

Age-related changes in physical and cognitive abilities can raise adaptive challenges for older working adults. Older workers exhibit considerable capacity to manage and cope with the stress of job and environmental demands, but at some point, many can become overwhelmed, and find themselves at increased risk for health consequences, injury, disability, and diminished productivity. Older workers are, however, a highly heterogeneous population, and many continue to work safely and successfully. Employers are encouraged to join efforts to provide an optimal person-environment-fit for all of their employees, but with a sensitivity to the increased variability to be expected among older employees.     

Discrimination of older workers in Germany: obstacles and options for the integration into employment

The employment prospects of older workers in Germany are widely endangered because of age discrimination. The main indicator concerning recruitment is that from the age of 45 on the difficulties in finding a new job rise extraordinarily and, accordingly, the duration of unemployment rises. Concerning further training, there is a lack of participation by older workers in vocational training and, additionally, they face numerous risks in the deterioration of their skills. Given the long-term implications of the aging labor force, employers must adapt their approaches to recruiting and training older workers to prevent a further loss of skills and know-how. A comprehensive strategy for integrating older workers and overcoming age barriers in employment is required. To promote recruitment, job-placement programs should be linked more closely to companies and public programs should be targeted to older unemployed workers. To promote further training of older workers, the workplace needs to create a learning environment, introduce a greater variety of tasks, and develop training schemes.