Walking the Tightrope Report
, 215
Welfare policies
age-appropriate workplace design
, 28
baby boomer generation
, 27
job retention system
, 27
personnel policy
, 28
socio-economic recovery
, 26–27
stability employment act
, 27
state-interventional measures
, 28
Uniwersytety Trzeciego Wieku (UTW)
, 28–29
Welfare states
caring responsibilities
, 218–219
labour market, United Kingdom and HKSAR
, 58–59
subsystems
, 52
workplace age diversity
, 236
Western Pacific Region (WPRO) Guideline
, 171
Western state pension systems
, 149
Workforce management and older staff retention
age-diverse teams
, 114
age-positive HRM
, 114
Age Related Human Resource Management (ARHRM)
, 1, 61, 114–115
competitive pay packages
, 113
employees’ employment status
, 113
externalisation strategies
, 115
Human Resource Management (HRM)
, 112–116, 130
institutional contingencies
, 113
Korea
age management policies
, 131
authoritarian state control
, 125
contractual mandatory retirement
, 127
Coordinated Market Economy
, 125
developmental welfare regime
, 125–126
early retirement pathways
, 130
export-dominated economy
, 126
free market mechanisms
, 125
‘honourable retirement’ policies
, 127
income inequality and old-age poverty
, 129
labour force
, 127
labour market flexibility
, 130
life-time employment contracts
, 130
national pension scheme
, 126
neo-liberal global economic order
, 125
‘peak wage’ system
, 129
pension eligibility age
, 129–130
policy-makers
, 128–129
policy solutions
, 125
post-retirement career
, 127–128
post-secondary institutions
, 128
public pension benefits
, 127
retirement age
, 127
social policies
, 126
Varieties of Capitalism framework
, 125
younger workers
, 128
labour market group
, 113
national and international competitiveness
, 112
national labour market
, 116
national social security systems
, 114
negative stereotypes
, 113–114
older job applicants and staff
, 115
organisational politics
, 113
organisational workforce planning
, 115
‘reserve army’ employers
, 115
retirement saving
, 114
small- and medium-sized enterprises (SMEs)
, 115
state-financed and state-organised early retirement schemes
, 114
strategic organisational goals
, 112
United Kingdom
auto-enrolment pension scheme
, 118, 120
decision architecture
, 123
decision-making
, 123
dependency ratio
, 116–117
employer defined-benefit pension schemes
, 117
experience and skill-set
, 122
financial implications
, 116
Finnish workability concept
, 122
government-funded research
, 120
individual psychology models
, 120
individual responsibility
, 124
manipulative motives
, 118–119
National Institute for Care Excellence
, 124–125
neo-liberal orientation
, 117
occupational pension membership
, 119
opt-out rates
, 119
pension failures
, 120
personal responsibility agenda
, 118
public policy reticence
, 124
public sector pension eligibility
, 116
socio-technical and psycho-social components
, 123
State-controlled enterprises
, 119
State pension age
, 116
taxation arrangements
, 123
tax liabilities and impacts
, 121
traditional apprenticeship opportunities
, 121
welfare state regulation
, 116
see also Older workers (OWs)
Working Longer Review partnership group
, 156
‘Working pensioner’ policies
, 2
Workplace age discrimination
, 3
Workplace age diversity
Active Ageing agenda
, 226
active ageing policy and research agendas
age intersection
, 244
business case
, 245–246
comparative public policy research
, 244
comparative welfare states
, 244–245
generational perspectives
, 243
joblessness and age
, 245
multi-disciplinary perspective
, 243
multi-generational workforces
, 246
training and development, life course
, 239
Age Action Alliance
, 229
Age and Employment Network (TAEN)
, 229
ageing demographics
, 226
ageing workplaces
, 230–231
benefits
, 231
challenges
baby boomers
, 240
economic development and transformation
, 241
health management programmes
, 242
intergenerational work teams
, 240
long-term employment
, 240
lump of labour theory
, 241
mentoring and reverse mentoring
, 241
multi-generational workforce
, 241
UK National Health Service
, 242
Community Business
, 228, 229
demographic dividend
, 226–227
demographic window
, 226
Diversity and Inclusion in Asia Network (DIAN)
, 228
eldercare employees challenge
, 232
employer networking organisations
, 227
Employers’ Forum on Age (EFA)
, 229
Employers’ Network for Equality and Inclusion (enei)
, 229
generational diversity
, 228
Government agencies
, 230
large-scale loss of expertise
, 231
multi-generational workforces
, 227
personnel management profession
, 227
positive working environments
, 233
public policy
age discrimination ordinances
, 235
career development and planning
, 239
employer identify training/development needs
, 235
employment regulations and pension rules
, 233
Equal Opportunities Commission report
, 233–234
individual learning
, 239
job security
, 237
knowledge transfer
, 237
‘lump of labour’ theory
, 235
Mid-Career Review (MCR)
, 237, 239
Retirement Age Act (RAA)
, 234
Retirement and Re-employment Act (RRA)
, 234
retirement plans
, 234
sectoral agreements
, 238
skills/vocational training
, 238
Special Administrative Region (HKSAR) government
, 233
tax and pension rules
, 235
training
, 238
welfare states
, 236
working conditions improvement
, 238
silver dollar and marketing strategies change
, 232
support career development
, 233
Trades Union Congress
, 229
traditional retirement ages
, 231
workplace networking organisations
, 228
young talent shortage
, 231–232