Manfredi / Vickers Challenges of Active Ageing

Equality Law and the Workplace
1. Auflage 2016
ISBN: 978-1-137-53251-0
Verlag: Palgrave Macmillan UK
Format: PDF
Kopierschutz: 1 - PDF Watermark

E-Book, Englisch, 362 Seiten

Reihe: Business and Management (R0)

This edited collection takes a multi-disciplinary approach to the 'Active Ageing' agenda to enable readers to consider the implications of this phenomenon for the law, the workplace, and for working lives from a holistic perspective. Challenges of Active Ageing brings together academics working throughout Europe from different disciplines including law, industrial relations, human resource management and occupational psychology to explore and debate the challenges of the 'Active Ageing' agenda for equality law and management practice. Also including shorter contributions from law, human resource management, trade union and other practitioners, this book aims to fully reflect how organizations can adjust their practices to respond to the challenge of an aging population and extended working lives. 

Simonetta Manfredi is Professor of Equality and Diversity Management and Director of the Centre for Diversity Policy Research and Practice at Oxford Brookes University, UK. She has published and led several externally funded projects focusing on age discrimination and retirement policies, gender and careers and work-life balance. Lucy Vickers is Professor of Law at Oxford Brookes University, UK. Lucy's main research area is the protection of human rights within the workplace and aspects of equality law. She has written extensively on issues relating to religious discrimination and age discrimination at work. 

Autoren/Hrsg.

Manfredi, Simonetta

Vickers, Lucy

Inhaltsverzeichnis

1;Dedication;6
2;Foreword;8
3;Preface;10
4;Acknowledgements;18
5;Contents;20
6;Notes on Contributors;24
7;List of Figures;26
8;List of Tables;28
9;Part I: The Development of the Law at EU Level;30
9.1;1: Setting the Scene: Development of the CJEU Jurisprudence on Age Discrimination in Employment;31
9.1.1;1 Introduction;31
9.1.2;2 European Age Discrimination Legislation;34
9.1.2.1;2.1 The Preamble;34
9.1.2.2;2.2 The Provisions;35
9.1.3;3 Development Through the Case Law of the CJEU;37
9.1.3.1;3.1 A Strong Principle in Mangold;37
9.1.3.2;3.2 Approval of Compulsory Retirement in Palacios;39
9.1.3.3;3.3 A Cold Shower? Rosenbladt;40
9.1.3.4;3.4 Right to Work? Georgiev, Fuchs and Hörnfeldt;41
9.1.3.5;3.5 Age-Related Pay or Employment Rights and Seniority: Kücükdeveci and Hennigs;43
9.1.4;4 Discussion;44
9.1.4.1;4.1 The Relative Importance of Age Discrimination Law;45
9.1.4.2;4.2 The Subsidiarity and Proportionality of Age Discrimination Law;46
9.1.4.3;4.3 The Interdisciplinarity of Age Discrimination law;49
9.1.4.4;4.4 The Dilemmatic Nature of Age Discrimination Law;50
9.1.4.5;4.5 The Collective Nature of Age Discrimination Law;51
9.1.4.6;4.6 The Economic Paradigm of Age Discrimination Law;52
9.1.5;5 Conclusions;54
9.2;2: A Freedom Under Supervision: The EU Court and Mandatory Retirement Age;56
9.2.1;1 The Judgments on Mandatory Retirement Age;58
9.2.1.1;1.1 Judgments Rejecting National Measures;60
9.2.1.2;1.2 Judgments accepting or Opening the Way to Accept National Provisions;63
9.2.2;2 External Factors: ‘The World Out There’;71
9.2.3;3 Conclusion;72
10;Part II: The Issue of Retirement;73
10.1;3: Retirement and the Pension Crisis;74
10.1.1;1 The Role of Neoliberal Ideology and Discourse;78
10.1.1.1;1.1 A Brief Overview of Current Pension Provision in the UK;81
10.1.1.2;1.2 The Manufacturing of a Pensions Crisis;83
10.1.2;2 New Policy Changes;88
10.1.3;3 Compulsion, Non-Retirement, and Longer Working Lives;93
10.1.4;4 Conclusion;95
10.2;4: The Challenges of Active Ageing in the UK: A Case Study of the Approach to Retirement in the UK;96
10.2.1;1 Introduction;96
10.2.2;2 The Challenges of Active Ageing in the UK;97
10.2.3;3 The UK Legal Framework;102
10.2.3.1;3.1 Justifying Retirement;104
10.2.4;4 Meeting the Challenges of Active Ageing?;105
10.2.4.1;4.1 Challenging the Justification of Retirement;106
10.2.4.1.1; Dignity or Collegiality;107
10.2.4.1.2; General or Individual Justification?;107
10.2.4.2;4.2 Reinstating Retirement Through the Backdoor?;110
10.2.5;5 Alternative Means to Meet the Needs of Older Workers;112
10.2.6;6 Concluding Remarks;115
11;Part III: The Challenges of Extending Working Lives;118
11.1;5: Intersectionality as a Tool for Analysing Age and Gender in Labour Law;119
11.1.1;1 Introduction;119
11.1.2;2 An Intersectional Approach to Age and Gender in Labour Law;120
11.1.3;3 Demographic Developments and Older Women’s Position in the Labour Market;122
11.1.4;4 The Active Ageing Agenda in EU Employment Policies;123
11.1.5;5 EU Law on Work Life Discrimination;126
11.1.6;6 Age and Gender in Working Life and Labour Law: Intersectional Observations;132
11.1.7;7 Conclusions;138
11.2;6: Active Ageing in Italy: Labour Market Perspectives and Access to Welfare;140
11.2.1;1 Introduction;140
11.2.2;2 Retirement Age;141
11.2.2.1;2.1 Active Ageing and Retirement Policies;141
11.2.3;3 Age and Termination of the Employment Contract;143
11.2.3.1;3.1 Mandatory Retirement;144
11.2.3.1.1; Private Sector;144
11.2.3.1.2; Public Sector;146
11.2.3.2;3.2 Clauses on Automatic Termination of Employment;147
11.2.3.3;3.3 Age as Selection Criterion for Dismissal of Redundant Employees;148
11.2.3.4;3.4 Judges’ Reluctance to Rely on Anti-­discrimination Law Tools;149
11.2.4;4 Early Retirement Schemes and Other Early Exit Pathways;150
11.2.5;5 Inclusion Measures Aimed at Extending Working Life;151
11.2.5.1;5.1 The Legal Perspective: Is Labour Law Too Inflexible to Promote Active Ageing?;151
11.2.6;6 The Contractual Perspective: Trade Unions’ Lack of Interest at National and Company Level;153
11.2.6.1;6.1 The National Contract;153
11.2.6.2;6.2 Company-Level Contracts;155
11.2.7;7 Are Trade Unions Losing Ground in Corporate Governance?;156
11.2.8;8 Is the Local Dimension the Right Perspective for the Future?;157
11.2.9;9 Conclusions;160
11.3;7: Older Workers in the Nursing and Midwifery Profession: Will They Stay or Will They Go?;162
11.3.1;1 Introduction;162
11.3.2;2 Debates About Older Workers and Extending Working Lives;164
11.3.3;3 Extending Working Lives in the NHS;167
11.3.4;4 Will They Stay or Will They go?;170
11.3.5;5 Responses from Nurses and Midwives;171
11.3.6;6 Senior Clinical Managers’ Perceptions of Older Workers;173
11.3.7;7 Retaining Older Workers and Flexible Working;177
11.3.8;8 Concluding Remarks;178
11.4;8: Emerging Options for Extending Working Lives: Results of a Delphi Study;182
11.4.1;1 The Delphi Method;183
11.4.2;2 Research Procedures;185
11.4.3;3 Means of Analysis;189
11.4.4;4 Scenarios and Results;190
11.4.4.1;4.1 Round 1 Scenarios;190
11.4.4.1.1; Each Industry Develops a Work Ability Strategy to Be Implemented by Individual Workplaces;190
11.4.4.1.2; Each Workplace Adopts an Age Management Approach to Its Workforce;191
11.4.4.1.3; Each Employee Is Given the Right to Request Flexible Working Arrangements;192
11.4.4.1.4; Easily Accessible Information and Guidance About Managing and Working in an Ageing Workforce Is Available to Employers and Employees;193
11.4.4.1.5; Effective Leadership Ensures the Ageing Workforce Is an Issue of High Priority;194
11.4.4.1.6; A National Dialogue Regarding What Rights, Obligations and Privileges Should Be Granted to Individuals at Different Ages Is Undertaken;194
11.4.4.1.7; Employers Have a Positive Duty to Achieve Employment Equality, Including for Older Workers;195
11.4.4.1.8; Employers Have a Responsibility to Consult with Employees and/or Their Representatives in Relation to Equality Matters;196
11.4.4.2;4.2 Round 1 Results;196
11.4.4.3;4.3 Round 2;197
11.4.4.3.1; Reworded Scenarios;197
11.4.4.3.2; Repetition of Scenarios;199
11.4.4.3.3; New Scenarios;199
11.4.4.3.4; Implementation Scenarios;200
11.4.5;5 Analysis and Conclusions;203
12;Part IV: The Perspectives of Workers;207
12.1;9: Extended Working Lives: What Do Older Employees Want?;208
12.1.1;1 Employment Patterns Among the  Over-­50s in the UK;209
12.1.2;2 Reinvention in Retirement;213
12.1.2.1;2.1 Reinvention Activities;214
12.1.2.2;2.2 Reasons for Reinvention;215
12.1.2.3;2.3 Barriers to Reinvention;217
12.1.3;3 Flexible Work and Extending Working Lives;218
12.1.3.1;3.1 Overview of Prevalence of Flexible Working;219
12.1.3.2;3.2 Reason 1: No Appetite to Work Longer in Any Capacity;219
12.1.3.3;3.3 Reason 2: Quality of Flexible Work Options;221
12.1.3.4;3.4 Reason 3: No, or Limited, Opportunities to Work Flexibly;222
12.1.3.5;3.5 Reason 4: Mismatch Between Employers and Employees;223
12.1.3.6;3.6 Reason 5: Narrowness of Notions of ‘Flexible Work’;224
12.1.4;4 Discussion and Policy Implications;226
12.2;10: Work and Careers: Narratives from Knowledge Workers Aged 48–58;230
12.2.1;1 Introduction;230
12.2.2;2 Bringing the ‘Narrative Turn’ to Older Worker Research;231
12.2.3;3 Insights from Existing Narrative Research;232
12.2.4;4 The Field Research;234
12.2.5;5 Some Core Similarities in Participants’ Narratives;235
12.2.5.1;5.1 Changing Meaning of Work;240
12.2.6;6 Core Differences Between Participants’ Narratives;242
12.2.6.1;6.1 Narratives of Renewal;243
12.2.6.2;6.2 Narratives of Seeking Progression;244
12.2.6.3;6.3 Narratives of Winding Down;244
12.2.6.4;6.4 Narratives of Reorienting ‘Self’ Away from Work;245
12.2.7;7 Potential;246
12.2.8;8 Retirement;248
12.2.9;9 Conclusion;250
12.3;11: Function, Flexibility, and Responsibility: Differences Between the Former Professional Job and Post-retirement Activities;252
12.3.1;1 Introduction;252
12.3.2;2 Post-retirement Activities;257
12.3.2.1;2.1 Conceptualization of Post-retirement Activities;257
12.3.2.2;2.2 From the Former Career Job to Post-retirement Activities;259
12.3.2.3;2.3 Determinants of Post-retirement Activities;260
12.3.3;3 Study 1: Qualitative Approach;263
12.3.3.1;3.1 Method for Study 1;263
12.3.3.2;3.2 Results for Study 1;263
12.3.4;4 Study 2: Quantitative Approach;265
12.3.4.1;4.1 Method for Study 2;265
12.3.4.2;4.2 Results for Study 2;268
12.3.5;5 General Discussion;271
12.3.6;6 Conclusion;273
13;Part V: The Perspective from Practice;275
13.1;12: BMW Group Case Study: Help a Workforce to Age;276
13.1.1;1 Introduction;276
13.1.2;2 Creating an Ergonomically Friendly Work Environment;277
13.1.3;3 Managing Health and Offer Preventative Health Care;278
13.1.4;4 Changing Working Patterns and Responding to the Needs of Associates;279
13.1.5;5 Training to Keep Up the Skills of the Workforce;280
13.1.6;6 Supporting Associates with Plans for Retirement;281
13.1.7;7 Conclusions;281
13.2;13: Managing Older Workers in a Local Authority: The Case of Oxford City Council;282
13.2.1;1 Introduction;282
13.2.2;2 Managing the Workplace Without Mandatory Retirement;283
13.2.2.1;2.1 Turnover;284
13.2.2.2;2.2 Opting Out from the Local Government Pension Scheme (LGPS);284
13.2.2.3;2.3 Second Jobs;285
13.2.2.4;2.4 Pay Directly Linked to Productivity;285
13.2.3;3 Alternative Work Trajectories for Employees as They Get Older;285
13.2.3.1;3.1 Part-Time Employment;285
13.2.3.2;3.2 An Alternative Job or Role Within the Council;286
13.2.4;4 Conclusion;287
13.3;14: What Scope for an Employer Justified Retirement Age? A View from Practice;288
13.4;15: Extending Working Lives: A Trade Union Perspective;295
13.4.1;1 Choice and Flexibility Around Retirement;297
13.4.2;2 Positive and Early Interventions by Employers;299
13.4.3;3 Better Support for Carers;301
13.4.4;4 Midlife Career Reviews;302
13.4.5;5 Conclusion;304
13.5;16: ‘Changing Step’: The Transition from the Regular Army to Civilian Life and Work;305
13.5.1;1 The Move from ‘Resettlement’ to ‘Transition’;309
13.5.2;2 Current Resettlement Provision;313
13.5.3;3 Conclusions;314
14;Bibliography;317
15;Legislation, Treaties and Charters;317
16;Cases;318
17;Books, Journals and Conference Papers;320
18;Index;350