This article aims to open up debate on the policy implications of ageing sexualities. The article begins by discussing the heteronormative perspective that frames current discourse on older people's needs and citizenship. It then presents data from an empirical study to highlight the concerns that older lesbians and gay men have about housing, health and social service provision, work and job security, and relationship recognition. The article illustrates how the heterosexual assumption that informs policy making can limit the development of effective strategies for supporting older lesbians and gay men; and raises broader questions about policy making, social inclusion and citizenship.

As a result of the new licensing regime introduced in England and Wales in November 2005, the nature of the town/city centre night-time economy and its future development has become a particularly pressing policy issue for local authorities. Among local authorities and local Crime and Disorder Reduction Partnerships, continental-style ‘diversity’ – in the sense of a broader mix of participants and forms of entertainment – has emerged as an ideal to be strived for. This article examines the problems faced by those attempting to create diversity and with it the ‘continentalisation’ of the night-time economy in this country.

Performance measurement in social care is now considerably more advanced than previously. However, measurement is criticised on the basis of its presentation as neutral when, in the UK, it is part of the government's regulatory regime. However, measurement is important, especially when alternative methods may bring about different rankings of authorities to those endorsed by the recent system. This paper explores this issue through analyses of cost efficiency in English social services authorities. It concludes that the picture of authorities' performance depends on the method chosen which, it is argued, should stem from the stated aims of performance monitoring.

Across the industrialised nations, the labour market participation of older workers (i.e. those aged 50 and over) continues to attract considerable attention, as the numbers in employment decline and those who are inactive or retired increase (for a 21-country review see OECD, 2006). Against a background of concern over the economic and social implications of low employment rates among the over-50s, much public policy has come to focus on extending the average working life by encouraging people to work for longer and to delay retirement (see, for example, House of Lords, 2003; and on European policy, von Nordeim, 2004).

Governments are seeking strategies to extend working life, but with limited evidence on the attitudes to work, and motivation of workers over 50. This paper reports the findings of two national surveys which aimed to increase understanding of the attitudes to work of older people in the UK. They found that older people generally view work very positively, but that the forces which divide the labour market as a whole have an increasingly polarising effect as people grow older. The paper suggests that successful implementation of ‘extending working life’ policies will depend on a better understanding of the quality of work, of the diversity of older workers, and of the role of training.

This article reports the findings from a qualitative study in Scotland, UK, which explored, in some depth, older employees' preferences and expectations regarding work and retirement. Many expected to continue working, but various barriers frustrated those expectations, especially over-rigidity in employers' approaches. The research highlighted the diversity of factors that played a part, including gender, size of employing organisation, and health. The potentially minimal impact of the forthcoming Employment Equality (Age) Regulations is explored, and a holistic approach to the employment of workers – whether younger or older – is urged.

Traditionally the factors affecting retirement are correlated with individual difference variables such as level of income, health issues and caring responsibilities. Studies have shown how these factors interact to predict the individual retirement process. However, the demand-side factors which structure opportunities for older workers have been somewhat less studied. This paper explores the employer role in retirement. By investigating the experience of employees and retirees from three organisations this article demonstrates that the employing organisation's policies and practices are key to understanding retirement transitions. In the conclusion the impact of forthcoming age discrimination legislation is considered.

The Finnish pension reform of 2005 introduced the concept of a flexible retirement age. Drawing upon a longitudinal study of older Finnish employees, this article examines the extent to which individual propensity to delay retirement is influenced by choice or by chance, and examines the effects of the interplay between chances and choices in affecting longevity of employment. The results suggest that the flexibility in the organisation of the end of the working life is biased towards the better off. They also show that the interplay of choice and chance in the retirement process is firmly tied to the existing age-arrangements and economic trends. The conclusions examine the implication of these findings for divergent routes towards late retirement.

This article is a contribution by a Jobcentre practitioner. The focus is first upon the context for government policies. The policies themselves are next outlined, and some problematic issues are then considered. The author's two case studies are based upon personal experience, and point up the importance of local initiatives within the national framework. Other key aspects include assessing and meeting individuals' needs, whether among the younger or older out-of-work; encouraging older persons to change expectations about themselves; and a measure of age diversity in training provision.

This article reviews the research on Information, Advice and Guidance (IAG) services for older workers in England. It sets out the arguments for targeting IAG services at older people in the context of extended working lives. It reviews the evidence on how to provide services which meet the specific needs of older workers, whilst recognising the diversity of the 50+ age group, and provides a case study of an age-sensitive IAG project. It concludes that demand for IAG from older workers needs to be stimulated and that the role of IAG in helping older adults to work and learn deserves greater recognition.

The contributions in this issue serve as a timely reminder of the importance of choice and autonomy in later working life. As the UK embarks on legislation prohibiting age discrimination, this paper discusses international lessons which can be drawn from older worker experience and related policy in Japan, Australia and the United States. By exploring the integral role of social and cultural norms in the development of pension, retirement and anti-discrimination reform, it emphasizes the importance of taking a holistic approach to older worker opportunity which ensures that practice reflects the intentions behind policy.

In addition to the references offered at the end of each of the contributions to this themed section, it is useful to direct readers to a range of relevant websites, both governmental and independent, which cover issues related to older workers. The following sites have been selected as sources of information on policy and advice services by and for older workers.