Readers' Corner - Older Workers

Michèle Auger, Fred Longley and Edward Popoff
Departmental Library
Source: Workplace Gazette, Vol. 6, No. 2, Summer 2003

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Older Workers

Jepsen, Maria, David Foden and Martin Hutsebaut, eds. Active Strategies for Older Workers in the European Union. Brussels: European Trade Union Institute, 2002.
HRDC HD6283 E9 A37

This book describes how, in nine European Union countries, social partners and governments have addressed the challenge of increasing the employment rate of older workers. Different approaches have been taken in different countries, some more successful than others. Current policies and practices are evaluated and proposals are made for further successful action. Major reforms discussed include the development of systems of partial, phased, and flexible retirement. 

Fourzly, Michel and Marc Gervais. Collective Agreements and Older Workers in Canada. Hull, Québec: Social Development Canada, Labour Program, 2002.
HRDC CA1 MPH LA102 00W64

This study identifies and analyzes clauses in major Canadian collective agreements that may directly affect the working conditions of older workers. Where appropriate, a description and analysis of pertinent legislation is provided. Six broad areas are covered: work-time organization; leaves of absence; training, retraining and education; economic security; (anti-) discrimination clauses and practices; and transition to retirement. 

Habtu, Roman. "Men 55 and Older: Work or Retire?" Perspectives on Labour and Income (Statistics Canada 75-001-XPE), Vol. 15, No. 1, Spring 2003, p. 47-54.
HRDC Stats Can

Slow population growth and aging baby boomers have made men 55 to 59 no longer active in the labour market an important potential source of labour. The proportion of men 55 to 59 not in the labour force rose significantly between 1976 and 2003, along with their educational levels. For this cohort, retirement is the main reason for leaving their last job. Rising levels of pension income provide further evidence of the trend to early retirement as a reason for labour market inactivity. Future labour shortage developments will require examination of the incentive effects of implicit taxes (for example, clawbacks) and other government transfer programs. 

Lissenburgh, Stephen and Deborah Smeaton. Employment Transitions of Older Workers: The Role of Flexible Employment in Maintaining Labour Market Participation and Promoting Job Quality. Transitions after 50 series. Bristol: Policy Press, 2003.
HRDC HD6283 G7 L57

An abrupt and perhaps premature entry into retirement can leave individuals feeling disappointed and can prevent their valuable economic potential from being tapped. Based on national survey data, this report explores the possibilities of more flexible forms of work that bridge the gap between full-time work and retirement. It examines the characteristics and experiences of those leaving permanent jobs between 50 and state retirement age; factors associated with moving to temporary, part-time, or self-employment; and the qualities of these alternative work arrangements. 

MacKenzie, Andrew and Heather Dryburgh. "The retirement wave." Perspectives on Labour and Income (Statistics Canada 75-001-XPE), Vol. 15, No. 1, Spring 2003, p. 40-46.
HRDC Stats Can

This article discusses age distribution in Canadian industries and highlights those with older workforces and relatively young retirement ages. It then uses age differences among occupational groups as indicators of succession issues within industries. Turnover and unfilled vacancy rates are used to show how aging is currently affecting certain sectors of the economy. Some industries and occupations will experience the effects of an aging population earlier than others. 

Parkinson, Deborah. Voices of Experience: Mature Workers in the Future Workforce. New York: Conference Board, c2002.
HRDC ZZ CB US8 Y02R1319

This report presents the results from the Conference Board's Life Planning Survey of the retirement intentions and perspectives of employees aged 50 and above at eight American companies. The survey identifies reasons why mature workers want to retire or do not want to retire and what would encourage them to continue working. It reveals the diverse needs of mature workers, and shows how retirement decisions are influenced by work status, gender, race/ethnicity, and age. The report presents 12 strategies, derived from the survey results, for employers to meet the needs of mature workers. 

 NOTES

  1. For other available references in French language only, see the French version of the Workplace Gazette/Gazette du travail.
  2. Employees of Social Development Canada and Human Resources and Skills Development Canada can borrow these items from the Departmental Library. Others can borrow them through their own library.