Hostname: page-component-cd9895bd7-7cvxr Total loading time: 0 Render date: 2024-12-25T03:14:28.843Z Has data issue: false hasContentIssue false
  • English
  • Français

In the name of meritocracy: managers' perceptions of policies and practices for training older workers

Published online by Cambridge University Press:  11 January 2013

GREGORY MARTIN ,
DARRYL DYMOCK ,
STEPHEN BILLETT  and
GREER JOHNSON
GREGORY MARTIN*
Affiliation:
Faculty of Arts and Social Sciences, University of Technology, Sydney, Australia.
DARRYL DYMOCK
Affiliation:
School of Education and Professional Studies, Griffith University, Queensland, Australia.
STEPHEN BILLETT
Affiliation:
School of Education and Professional Studies, Griffith University, Queensland, Australia.
GREER JOHNSON
Affiliation:
Griffith Institute for Education Research, Griffith University, Brisbane, Australia.
*
Address for correspondence: Gregory Martin, Faculty of Arts and Social Sciences, University of Technology, Sydney, City Campus, PO Box 123 Broadway, NSW 2007, Australia. E-mail: [email protected]
Get access Rights & Permissions [Opens in a new window]

Abstract

Workplaces, managers and employers who are seeking to maintain the standing, capacities and productivity of their workplaces are now facing two crucial facts: (a) an ageing workforce and (b) all workers, regardless of age, need to adapt to the changing requirements for workplace performance. These facts mean that managers and supervisors need to confront issues found in the changing demographics of their own workforce. That is, as the portion of workforces aged over 45 years (i.e. older workers) increases, it is these workers who are available to be employed, and supported in sustaining their ongoing employability. To address these issues requires understanding of particular workers' capacities and aspirations and then acting to develop further their capacities based on new understanding, and rebutting social sentiments about these workers that are often value-laden, contradictory and biased. The case here is made through drawing on literature and analyses of interview data of Australian managers of older workers, that the current logic of management relies upon deeply held and widely shared beliefs of age-blind meritocracy and equal opportunity rather than informed views.

Keywords

managers' attitudes and practicesolder workerseducation and trainingemployabilityhuman resource policymeritocracy
Type
Articles
Information
Ageing & Society , Volume 34 , Issue 6 , July 2014 , pp. 992 - 1018
Copyright
Copyright © Cambridge University Press 2013 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Ainsworth, S. 2002. The feminine advantage: a discursive analysis of the invisibility of older women workers. Gender, Work and Organization, 9, 5, 579–601.Google Scholar
Armstrong-Stassen, M. 2008. Human resource practices for mature workers – and why aren't employers using them? Asia Pacific Journal of Human Resources, 46, 3, 334–52.Google Scholar
Atkinson, R. and Flint, J. 2001. Accessing hidden and hard to reach populations: snowball research strategies. Social Research Update, 33, 1. Available online at http://sru.soc.surrey.ac.uk/SRU33.html [Accessed 12 February 2012].Google Scholar
Ball, S. 2006. What is policy? Texts, trajectories and toolboxes. In Ball, S. (ed.), Education Policy Social Class: The Selected Works of Stephen Ball. Routledge, London, 43–53.Google Scholar
Barnes, S., Bimrose, J. and Brown, A. 2006. Older workers' careers: upskilling, reskilling and transitions. Paper presented to the European Conference on Educational Research, 13–15 September, Geneva.Google Scholar
Barnett, K., Spoehr, J. and Parnis, E. 2008. Exploring the Impact of an Ageing Workforce on the South Australian workers' Compensation Scheme: Key Findings. The Australian Institute for Social Research, The University of Adelaide, Adelaide, Australia. Available online at http://www.sapo.org.au/binary/binary10402/Exploring.pdf [Accessed 2 March 2012].Google Scholar
Billett, S., Dymock, D., Johnson, G. and Martin, G. 2011. Overcoming the paradox of employers' views about older workers. The International Journal of Human Resource Management, 22, 6, 1248–61.CrossRefGoogle Scholar
Bittman, M., Flick, M. and Rice, J. 2001. The Recruitment of Older Australian Workers: A Survey of Employers in a High Growth Industry. Report for Department of Family and Community Services, Social Policy Research Centre, University of New South Wales, Sydney. Available online at http://www.sprc.unsw.edu.au/media/File/Report6_01_Recruitment_of_Older_Workers.pdf [Accessed 12 March 2012].Google Scholar
Brooke, L. and Taylor, P. 2005. Older workers and employment: managing age relations. Ageing & Society, 25, 3, 415–29.Google Scholar
Castilla, E. 2008. Gender, race, and meritocracy in organizational careers. American Journal of Sociology, 113, 6, 1479–526.Google Scholar
Castilla, E. and Benard, S. 2010. The paradox of meritocracy in organizations. Administrative Science Quarterly, 55, 4, 543–76.Google Scholar
Chappell, C., Hawke, G., Rhodes, C. and Solomon, N. 2003. Major Research Program for Older Workers – Stage 1: The Conceptual Framework. OVAL, University of Technology, Sydney. Available online at http://pandora.nla.gov.au/pan/48620/20050317-0000/www.oval.uts.edu.au/papersdl/olderworkers.pdf [Accessed 2 March 2012].Google Scholar
Chou, R. and Choi, N. 2011. Prevalence and correlates of perceived workplace discrimination among older workers in the United States of America. Ageing & Society, 31, 6, 1051–70.Google Scholar
De Cieri, H. and Sheehan, C. 2008. Performance management in Australia. In Varma, A., Budhwar, P. and DeNisi, A. (eds), Performance Management Systems: A Global Perspective. Routledge, New York, 239–53.Google Scholar
Duncan, C. 2008. The dangers and limitations of equality agendas as means for tackling old-age prejudice. Ageing & Society, 28, 8, 1133–58.CrossRefGoogle Scholar
Eagleton, T. 1991. Ideology: An Introduction. Verso, London.Google Scholar
Encel, S. 2001. Working in later life. Australasian Journal on Ageing, 20, 3, 69–73.Google Scholar
Encel, S. 2003. Age Can Work: The Case for Older Australians Staying in the Workforce. A report to the Australian Council of Trade Unions and the Business Council of Australia, Business Council of Australia, Melbourne. Available online at http://www.actu.org.au/Images/Dynamic/oldsite/public/papers/agedoc/agedoc.rtf [Accessed 2 March 2012].Google Scholar
Encel, S., Nelson, P. and Stafford, M. 2011. The Elephant in the Room: Age Discrimination in Employment. National Seniors Productive Ageing Centre, Canberra. Available online at http://www.productiveageing.com.au/site/ [Accessed 10 November 2012].Google Scholar
Eyster, L., Johnson, R. and Toder, E. 2009. Current Strategies to Employ and Retain Older Workers: Final Report. Department of Labor, Employment and Training Administration, The Urban Institute. Washington, DC. Available online at http://www.urban.org/publications/411626.html [Accessed 17 January 2011].Google Scholar
Gettler, L. 2011. The old and the restless. The Sydney Morning Herald. Available online at http://www.smh.com.au/executive-style/management/blogs/management-line/the-old-and-the-restless-20110806-1ih2n.html [Accessed 20 September 2011].Google Scholar
Gibbs, G. 2002. Qualitative Data Analysis: Explorations with NVivo. Open University Press, Buckingham, UK.Google Scholar
Green, A. 2009. Older people and transitions from employment to nonemployment: international perspectives and policy issues. The Professional Geographer, 61, 1, 46–58.Google Scholar
Gringart, E., Helmes, E. and Speelman, C. 2005. Exploring attitudes toward older workers among Australian employers: an empirical study. Journal of Aging and Social Policy, 17, 3, 85–103.Google Scholar
Guest, R. and Shacklock, K. 2005. The impending shift to an older mix of workers: perspectives from the management and economic literatures. International Journal of Organisational Behaviour, 10, 3, 713–28.Google Scholar
Guy, M. and Newman, M. 2010. Valuing diversity in the changing workplace. In Condrey, S. (ed.), Handbook of Human Resource Management in Government. Jossey-Bass, San Francisco, 149–70.Google Scholar
Hardill, I. 2009. Introduction: geographies of aging. The Professional Geographer, 61, 1, 1–3.Google Scholar
Harris, L., Foster, C. and Sempik, A. 2011. Employers' policies for third age employment – the case for action and the rationale for reaction. Research paper presented at the CIPD Conference, 23–24 June, Keele University, UK. Available online at http://www.cipd.co.uk/NR/.../HarrisFosterandSempikresearchpaperD.pdf [Accessed 1 March 2012].Google Scholar
Henkens, K. 2005. Stereotyping older workers and retirement: the managers' point of view. Canadian Journal on Ageing, 24, 4, 35–48.Google Scholar
Jorgensen, B. 2004. The Ageing Population: Implications for the Australian Workforce. Hudson Global Resources and Human Capital Solutions, Sydney.Google Scholar
Karmel, T. 2008. A Peripatetic Research Perspective on Older Persons and VET. NCVER, Adelaide, Australia.Google Scholar
Karpinska, K., Henkens, K. and Schippers, J. 2011. The recruitment of early retirees: a vignette study of the factors that affect managers' decisions. Ageing & Society, 31, 4, 570–89.Google Scholar
Keese, M. 2006. Live Longer, Work Longer. OECD Forum Note, Organisation for Economic Co-operation and Development, Paris. Available online at http://www.oecd.org/dataoecd/56/19/36131862.pdf [Accessed 2 March 2012].Google Scholar
Kendig, H. and Phillips, R. 2007. Health, economic, and policy implications of an ageing Australia. In Phillips, R. (ed.), Generational Change and Social Policy Challenges: Australia and South Korea. University of Sydney Press, Sydney, 164–91.Google Scholar
Kossen, C. and Pedersen, C. 2008. Older workers in Australia: the myths, the realities and the battle over workforce ‘flexibility’. Journal of Management and Organization, 14, 1, 73–84.Google Scholar
Loretto, W., Vickerstaff, S. and White, P. 2007. Flexible work and older workers. In Loretto, W., Vickerstaff, S. and White, P. (eds), The Future for Older Workers: New Perspectives. Policy Press, Bristol, UK, 139–60.Google Scholar
Loretto, W. and White, P. 2006. Employers' attitudes, practices and policies towards older workers. Human Resource Management Journal, 16, 3, 313–30.Google Scholar
Maxwell, J. 1991. Qualitative Research Design: An Interactive Approach. San Francisco: Sage.Google Scholar
McNair, S., Flynn, M. and Dutton, Y. 2007. Employer Responses to an Ageing Workforce: A Qualitative Study. Research Report for the Department of Work and Pensions, London, UK.Google Scholar
McNair, S., Flynn, M., Owen, L., Humphreys, C. and Woodfield, S. 2004. Changing Work in Later Life: A Study of Job Transitions. Centre for Research into the Older Workforce, University of Surrey, Guildford, UK.Google Scholar
McNair, S., Maltby, T. with Nettleship, S. 2007. Age, Training and Employment: A Review of the Literature. Centre for Research into the Older Workforce, NIACE, Leicester, UK.Google Scholar
McNamee, S. J. and Miller, R. K. Jr. 2004. The meritocracy myth. Sociation Today, 2, 1. Available online at http://www.ncsociology.org/sociationtoday/v21/merit.htm [Accessed 12 February 2012].Google Scholar
McQuaid, R. and Lindsay, C. 2005. The concept of employability. Urban Studies, 42, 2, 197–219.Google Scholar
McVittie, C., McKinlay, A. and Widdicombe, S. 2003. Committed to (un)equal opportunities?: ‘new ageism’ and the older worker. British Journal of Social Psychology, 42, 4, 595–612.Google Scholar
McVittie, C., McKinlay, A. and Widdicombe, S. 2008. Organizational knowledge and discourse of diversity in employment. Journal of Organizational Change, 21, 3, 348–56.Google Scholar
Mills, S. 1997. Discourse. Routledge, London.Google Scholar
Munnell, A., Sass, S. and Soto, M. 2006. Employer Attitudes Towards Older Workers: Survey Results. An Issue in Brief, Series 3, July, Center for Retirement Research at Boston College, Chestnut Hill, Massachusetts, USA.Google Scholar
Neuman, W. L. 2000. Social Research Methods: Qualitative and Quantitative Approaches. Allyn and Bacon, Boston.Google Scholar
Noonan, P. 2007. Skilling the Existing Workforce. Australian Industry Group, Canberra.Google Scholar
Parry, E. and Tyson, S. 2011. Managing an Age Diverse Workforce. Palgrave Macmillan, Basingstoke, UK.Google Scholar
Patrickson, M. and Ranzijn, R. 2005. Workforce ageing: the challenges for 21st century management. International Journal of Organisational Behaviour, 10, 4, 729–39.Google Scholar
Phillipson, C. 2004. Older workers and retirement: critical perspectives on the research literature and policy implications. Social Policy & Society, 3, 2, 189–95.Google Scholar
Phillipson, C. and Smith, A. 2005. Extending Working Life: A Review of the Research Literature. Research Report No. 299, Department for Work and Pensions, London.Google Scholar
Pillay, H., Kelly, K. and Tones, M. 2010. Supporting the mature age workforce. New Zealand Journal of Human Resource Management, 10, 1, 13–26.Google Scholar
Posthuma, R. and Campion, M. 2009. Age stereotypes in the workplace: common stereotypes, moderators, and future research directions. Journal of Management, 35, 1, 158–88.CrossRefGoogle Scholar
Queensland University of Technology 2009. Negative stereotypes deny older workers training. QUT News, 29 June. Available online at http://www.news.qut.edu.au/cgi-bin/WebObjects/News.woa/wa/goNewsPage?newsEventID=29172 [Accessed 20 September 2011].Google Scholar
Ranzijn, R. 2005. Discrimination Against the Older Worker: Psychology and Economics. Speech by Rob Ranzijn for the Australian Human Rights Commission. Available online at http://www.hreoc.gov.au/age/workingage/speeches/ranzijn.html [Accessed 20 September 2011].Google Scholar
Ranzijn, R., Carson, E. and Winefield, A. 2004. Barriers to mature age re-employment: perceptions about desirable work-related attributes held by job seekers and employers. International Journal of Organisational Behaviour, 8, 7, 559–70.Google Scholar
Reio, T. G. Jr. and Sanders-Reio, J. 1999. Combating workplace ageism. Adult Learning, 11, 1, 10–3.Google Scholar
Riach, K. 2006 a. Older workers: learning from three international experiences. Social Policy & Society, 5, 4, 551–63.Google Scholar
Riach, K. 2006 b. ‘Othering’ older worker identity in recruitment. Human Relations, 60, 11, 1701–26.Google Scholar
Smith, H. 2009. Skill shortages, demographic aging, and training implications for skill-based economies. The Professional Geographer, 61, 1, 59–69.CrossRefGoogle Scholar
Smith, S., Smith, A. and Smith, E. 2007. Pedagogical Issues for Training of Mature-aged Workers in Manufacturing Industry. Report prepared for Manufacturing Skills Australia. Available online at http://www.mskills.com.au/DownloadManager/downloads/Training%20of%20mature%20aged%20workers.pdf [Accessed 2 March 2012].Google Scholar
Steinberg, M., Donald, K., Najman, J. and Skerman, H. 1996. Attitudes of employees and employers towards older workers in a climate of anti-discrimination. Australian Journal on Ageing, 15, 4, 154–8.Google Scholar
Syed, J. 2006. Older workers in Australia: a policy perspective. Journal of Economic and Social Policy, 1, 11, 21–43.Google Scholar
Taylor, B. and Bengston, V. 2001. Sociological perspectives on productive ageing. In Morrow-Howell, N., Hinterlong, J. and Sherraden, M. (eds), Productive Ageing: Concepts and Challenges. The Johns Hopkins University Press, Baltimore, Maryland, 120–44.Google Scholar
Taylor, P. and Walker, A. 1998. Policies and practices towards older workers: a framework for comparative research. Human Resource Management, 8, 3, 61–76.CrossRefGoogle Scholar
Tripp, D. 1993. Critical Incidents in Teaching: The Development of Professional Judgement. Routledge, London.Google Scholar
University of Wollongong 2008. UOW Study Reveals Workplace Discrimination. Available online at http://media.uow.edu.au/releases/UOW046453.html [Accessed 20 September 2011].Google Scholar
Van Dalen, H., Henkens, K. and Schippers, J. 2009. Dealing with older workers in Europe: a comparative survey of employers' attitudes and actions. Journal of European Social Policy, 19, 1, 47–60.Google Scholar
Vickerstaff, S., Loretto, W. and White, P. 2007. The future for older workers: opportunities and constraints. In Loretto, W., Vickerstaff, S. and White, P. (eds), The Future for Older Workers. The Policy Press, Bristol, UK, 203–26.Google Scholar
Walker, A. 1981. Towards a political economy of old age. Ageing & Society, 1, 1, 73–94.CrossRefGoogle Scholar
Walker, A. 2006. Reexamining the political economy of aging: understanding the structure/agency tension. In Baars, J., Dannefer, D., Phillipson, C. and Walker, A. (eds), Ageing, Globalization, and Inequality: The New Critical Gerontology. Baywood Publishing, Amityville, New York, 59–80.Google Scholar
Warr, P. and Pennington, J. 1993. Views about age discrimination and older workers. In Taylor, P., Walker, A., Casey, B., Metcalf, H., Lakey, J., Warr, P. and Pennington, J. (eds), Age and Employment: Policies, Attitudes, and Practices. Institute of Personnel Management, London, 75–106.Google Scholar
West, J. 2010. Managing an ageing workforce: trends, issues and strategies. In Condrey, S. (ed.), Handbook of Human Resource Management in Government. Jossey-Bass, San Francisco, 171–98.Google Scholar
Wooden, M., VandenHeuvel, A., Cully, M. and Curtain, R. 2001. Barriers to Training for Older Workers and Possible Policy Solutions. Department of Education, Training and Youth Affairs, Canberra.Google Scholar
Wynhausen, E. 2011. Boom talk all bust for the jobless. The Age. Available online at http://www.theage.com.au/opinion/politics/boom-talk-all-bust-for-the-jobless-20110207-1ak3g.html [Accessed 20 September 2011].Google Scholar
Žižek, S. 1994. Mapping Ideology. Verso, London.Google Scholar