Measures that challenge ageism in employment are among the most prominent policy approaches towards reversing the dramatic decline over the last two decades in the labour market participation of older workers in developed economies. In Britain, such measures have evolved through three related phases: the `business case' approach; equality routes, incorporating equal opportunities and diversity policies; and progress towards anti-age discrimination legislation. Discriminatory attitudes displayed by employers have been overemphasized in explaining early exit from the labour market. Paradoxically, targeting such prejudice and ignorance through the business case approach has narrowed the scope for challenging more covert forms of ageism in employment. Nor is age easily incorporated into equal opportunities and diversity agendas in effective ways. Moreover, legislation will need to depart significantly from the principles underlying voluntary approaches if it is to be successful. The ambiguity and fluidity of the ageism concept also allow scope for opportunistic responses on the part of labour market actors that can be detrimental to the interests of older workers, and preoccupation with ageism may therefore act to impede progress towards more targeted, co-ordinated and effective policy responses.
Biggs, S. (1993) Understanding Ageing: Images, Attitudes and Professional Practice. Buckingham: Open University Press.
2.
Bytheway, B. (1980) `Is Ageism Just a Joke?', New Age12: 29-30.
3.
Campbell, N. (1999) The Decline of Employment Among Older People in Britain, Case Paper 19. London: Centre for Analysis of Social Exclusion.
4.
Confederation of British Industry (CBI) (2001) Memorandum to the Select Committee on Education and Employment, House of Commons (2001: Appendix 20).
5.
Cully, M. , O'Reilly, A., Millward, N., Forth, J., Woodland, S., Dix, G. and Bryson, A. (1998) The 1998 Workplace Employee Relations Survey: First Findings. London: Department of Trade and Industry.
6.
Department for Education and Employment (DfEE) (1999) Age Diversity in Employment - Code of Practice. London: DfEE.
7.
Dickens, L. (1998) `Beyond the Business Case: A Three-Pronged Approach to Equality Action', Human Resource Management Journal9(1): 9-19.
8.
Doering, M. , Rhodes, R.S. and Schuster, M. (1983) The Ageing Worker: Research and Recommendations. London: Sage.
9.
Duncan, C. (2001) `Ageism, Early Exit and the Rationality of Age-based Discrimination', pp. 25-46 in I. Glover and M. Branine (eds) Ageism in Work and Employment. Aldershot: Ashgate.
10.
Duncan, C. , Loretto, W. and White, P.J. (2000) `Ageism, Early Exit, and British Trade Unions', Industrial Relations Journal31(3): 220-234.
Employers Forum on Age (EFA) (1997) The Modernisation of Retirement. London: EFA/Age Concern.
13.
EFA (2000) Ageism and IT. London: EFA.
14.
EFA (2001) Memorandum to Select Committee on Education and Employment, House of Commons (2001: Appendix 14).
15.
Ginn, J. and Arber, S. (1996) `Gender, Age and Attitudes to Retirement in Mid-life', Ageing and Society16(1): 27-55.
16.
GMB (2001) Memorandum to Select Committee on Education and Employment, House of Commons (2001: Appendix 17).
17.
Grimley Evans, J. , Goldacre, M.J., Hodkinson, M., Lamb, S. and Savory, M. (1992) Health: Abilities and Well-Being in the Third Age, The Carnegie Inquiry into the Third Age, Research Paper 9. Dunfermline: The Carnegie UK Trust.
18.
House of Commons (2001) Age Discrimination in Employment, Select Committee on Education and Employment, Seventh Report (HC 259), Session 2000-2001.
19.
Institute of Directors (IOD) (2001) Memorandum to Select Committee on Education and Employment, House of Commons (2001: Appendix 22).
20.
Issacharoff, S. and Worth Harris, E. (1997) `Is Age Discrimination Really Age Discrimination? The ADEA's Unnatural Solution', New York University Law Review72: 780-840.
21.
Itzin, C. and Phillipson, C. (1993) Age Barriers at Work: Maximising the Potential of Mature and Older Workers. Solihull: Metropolitan Authorities Recruitment Agency.
22.
Johnson, P. (1989) `The Structured Dependency of the Elderly: A Critical Note', pp. 62-72 in M. Jefferys (ed.) Growing Older in the Twentieth Century. London: Routledge.
23.
Jones, D. (2000) Evaluation of the Code of Practice on Age Diversity in Employment, London: DfEE.
24.
Kandola, R. and Fullerton, J. (1994) `Diversity: More than Just an Empty Slogan', Personnel Management, November, 46-50.
25.
Kogan, N. (1979) `A Study of Age Categorisation', Journal of Gerontology35(5): 358-367. (As cited in Biggs, 1993.)
26.
Kohli, M. and Rein, M. (1991) `The Changing Balance of Work and Retirement', pp. 1-35 in M. Kohli, M. Rein, A.-M. Guillemard and H. Van Gunsteren (eds) Time for Retirement - Comparative Studies of Early Exit from the Labor Force. Cambridge: Cambridge University Press.
27.
Laczko, F. and Phillipson, C. (1991) Changing Work and Retirement. Buckingham: Open University Press.
28.
Liff, S. (1996) Managing Diversity: New Opportunities for Women?, Warwick Papers in Industrial Relations, No 57, Warwick: Industrial Relations Research Unit.
29.
Liff, S. (1997) `Two Routes to Managing Diversity: Individual Differences or Social Group Characteristics', Employee Relations19(1): 11-26.
30.
Loretto, W. , Duncan, C. and White, P.J. (2000a) `Ageism and Employment: Controversies, Ambiguities and Younger People's Perceptions', Ageing and Society20: 279-302.
31.
Loretto, W. , Duncan, C. and White, P.J. (2000b) ` “Never the right age”: Gender and Age-based Discrimination in Employment', Paper presented to the Labour Process Conference, University of Strathclyde, March 2000.
32.
Lyon, P. , Hallier, J. and Glover, I. (1997) `Divestment or Investment? The Contradictions of HRM in Relation to Older Employees', Human Resource Management Journal8(1): 56-66.
33.
Maule, A. , Cliff, D. and Taylor, R. (1996) `Early Retirement Decisions and How They Affect Later Quality of Life', Ageing and Society20: 177-204.
34.
Michel, A. (1999) A New Deal For the Young Unemployed - Sound Bite or Sound Policy?, Employment Studies Paper, 33, Hertford: University of Hertfordshire Business School.
35.
Moore, J. , Tilson, B. and Whitting, G. (1994) An International Overview of Employment Policies and Practices towards Older Workers. London: Employment Department.
36.
Neumark, D. (2001) `Age Discrimination Legislation in the United States: A Primer and Assessment of the Evidence', Joseph Rowntree Foundation Workshop on age discrimination legislation, London, March 2001. (As cited in Taylor, 2001.)
37.
OECD (2001) Labour Force Statistics, 1980-2000. Paris: OECD.
38.
Performance and Innovation Unit (PIU) (2000) Winning the Generation Game. London: The Stationery Office.
39.
Schonfield, D. (1982) `Who is Stereotyping Who and Why?', The Gerentologist22(3): 267-272. (As cited in Biggs, 1993.)
40.
Standing, G. (1986) `Labour Flexibility and Older Worker Marginalisation: The Need For a New Strategy', International Labour Review125(3): 329-345.
41.
Taylor, P. , Tillsley, C., Beausoleil, J., Wilson, R. and Walker, A. (2000) Factors Affecting Retirement Behaviour - a Literature Review. Book 1: Introduction, Overview and Conclusions. Nottingham: DfEE.
42.
Taylor, P. and Walker, A. (1993) `Employers and Older Workers', Employment Gazette101(8): 371-378.
43.
Taylor, P. and Walker, A. (1994) `The Ageing Workforce: Employers' Attitudes Towards the Employment of Older People', Work, Employment and Society8(4): 569-591.
44.
Taylor, P. and Walker, A. (1995) `Utilizing Older Workers', Employment Gazette103(4): 141-145.
45.
Taylor, P. and Walker, A. (1998) `Employers and Older Workers: Attitudes and Employment Practices', Ageing and Society18: 641-658.
46.
Tillsley, C. (1990) The Impact of Age Upon Employment, Warwick Papers in Industrial Relations, 33, Coventry: University of Warwick.
47.
Trinder, C. , Hulme, G. and McCarthy, U. (1992) Employment: The Role of Work in the Third Age, The Carnegie Inquiry into the Third Age, Research Paper 1, Dunfermline: The Carnegie UK Trust.
48.
Woodhams, C. and Danieli, A. (2000) `Disability and Diversity - a Difference Too Far?', Personnel Review29(3): 402-416.
