In the name of meritocracy

Managers' Perceptions of Policies and Practices for Training Older Workers

Bibliographic Data

ID5787597
AuthorsGillian S Martins (0000-0002-9684-7593, University of Technology Sydney, corresponding author), Gregory Martin (0000-0002-0034-8731), Darryl Dymock (0000-0001-7866-7006, Griffith University), Billett (0000-0002-9926-3518, Griffith University), G Johnson (0000-0002-2201-8274, Griffith University)
Year2013
Volume34
Issue6
Pages992-1018
Publication date2013-01-11
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueAgeing and Society (JOURNAL)
Journal identifiersISSN: 0144-686X • E-ISSN: 1469-1779
PublisherCambridge University Press (CUP) (PUBLISHER)
DOI10.1017/s0144686x12001432
OpenAlexW2160637406
LanguageEN
Citations received17
References cited39

Workplaces, managers and employers who are seeking to maintain the standing, capacities and productivity of their workplaces are now facing two crucial facts: (a) an ageing workforce and (b) all workers, regardless of age, need to adapt to the changing requirements for workplace performance. These facts mean that managers and supervisors need to confront issues found in the changing demographics of their own workforce. That is, as the portion of workforces aged over 45 years ( i.e. older workers) increases, it is these workers who are available to be employed, and supported in sustaining their ongoing employability. To address these issues requires understanding of particular workers' capacities and aspirations and then acting to develop further their capacities based on new understanding, and rebutting social sentiments about these workers that are often value-laden, contradictory and biased. The case here is made through drawing on literature and analyses of interview data of Australian managers of older workers, that the current logic of management relies upon deeply held and widely shared beliefs of age-blind meritocracy and equal opportunity rather than informed views

Demographics · Employability · Meritocracy · Value (mathematics · Employment and Welfare Studies · Labor market dynamics and wage inequality · Retirement, Disability, and Employment

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