Managing an Age Diverse Workforce

Cover......Page 1
Contents......Page 6
List of Figures......Page 8
List of Tables......Page 9
About the Editors......Page 11
Notes on Contributors......Page 12
Acknowledgements......Page 14
1 Introduction......Page 16
Part I: The Importance of Age Diversity......Page 20
2 The Business Case for an Age-diverse Workforce......Page 22
3 Age Discrimination and the Law: Forging the Way Ahead......Page 39
Part II: The Nature of Age and Age Diversity......Page 56
4 Situating Age (In)equality within the Paradigm and Practices of Diversity Management......Page 58
5 The Relationship between Gender and Age......Page 74
6 The Prism of Age: Managing Age Diversity in the Twenty-First-Century Workplace......Page 95
7 The Impact of Generational Diversity on People Management......Page 110
Part III: The Employee’s Perspective......Page 128
8 Ageism and Age Discrimination: The Experiences and Perceptions of Older Employees......Page 130
9 The Role of Age in Career Progression: Motivation and Barriers to Fulfilment in Older Employees......Page 144
10 Younger Academics\' Expectations about Work and Future Employers......Page 165
Part IV: The Employer’s Perspective on Managing an Age-Diverse Workforce......Page 186
11 Extending Working Life: The Retention of Older Workers......Page 188
12 The Importance of \'Teaching Old Dogs New Tricks\': Training and Learning Opportunities for Older Workers......Page 204
13 Health and Well-Being in Older Workers: Capacity Change with Age......Page 221
Part V: Managing an Age-Diverse Workforce Across National Contexts......Page 236
14 The Impact of National Context on Managing Age Diversity: The Cases of the UK and Germany......Page 238
15 Working Longer in National Contexts: Comparing Japan and the United States......Page 261
References......Page 276
Index......Page 313