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Work and Retirement Transitions:
line managers and workplace
support
Chris Phillipson, Ross Wilkie and
Jemma Cowen
Key areas
• Background
• Policies behind extended W/R transitions
• Trends
• Factors behind withdrawal from the workplace
• Research on role of line managers
• Findings
• Some research questions
Debates on older workers
• 50s/60s: Labour force retention
• 70s/80s: Labour market exit
• 90s/early 2000s: Extending work
• Late 2000s: Extension - Exclusion
Employment/Population Ratios and
Activity: men and Women 55 - 64
1990 1994 1997 2004 2007
UK Men Labour participation rate 68.1 64.0 63.6 67.9 68.9
Employment /population ratios 62.4 56.6 58.6 65.4 66.1
UK Women Labour participation rate 38.7 40.7 40.3 48.3 50.1
Employment /population ratios 36.7 38.5 38.7 47.3 49.0
USA Men Labour participation rate 67.8 65.5 67.6 68.7 69.6
Employment /population ratios 65.2 62.6 65.5 66.0 67.6
USA Women Labour participation rate 45.2 48.9 50.9 56.3 58.3
Employment /population ratios 44.0 47.0 49.5 54.3 56.6
Source: OECD Employment Outlook: 1998 and 2008
Factors behind extended
transitions• Raising of pension ages (Pension
Regulator, Turner: retirement at 70?)
• Age discrimination and equality at work
(Employment Equality Age Regulations, 2006)
• Promotion of health and well-being in the workplace
(Black, 2008, Working for a Healthier Tomorrow)
• Economic and social value of older workers (‘Building a
Society for All Ages’, DWP, 2009)
• Pensions Crisis (decline of DB; declining value of DC)
Withdrawal from work
• What do we know of the key barriers in respect of health and workplace issues?
• Data sets:
British Household Panel Survey
DWP Survey (2003)
English Longitudinal Survey of Ageing
Labour Force Survey
Factors behind withdrawal
• Impact of transitions
• Impact of health issues
• Impact of detachment
• Impact of training
• IMPACT OF TRANSITIONS
Work status of cohorts of men:
Stable transitions
Transition Type
45-49 (52-56)
50-54 (57-61)
55-59 (62-66)
60-64 (67-71)
Stable
Full-time throughout 57.4 33.5 18.0 3.1
Part-time throughout 0.0 0.7 0.8 0.9
Unemployed
throughout
0.0 0.4 0.9 0.0
Inactive throughout 3.8 8.0 19.7 39.5
61.2 42.6 39.4 43.5
Source: British Household Panel Survey, Waves A-H (base = 1,132) (own calculations)
Occupational status of cohorts of
men: Bridging transitions
Transition Type
45-49
(52-56)
50-54
(57-61)
55-59
(62-66)
60-64
(67-71)
Bridging
Full-time + part-time 4.3 11.9 5.3 2.5
Full-time + part-time + unemployed 2.0 2.9 2.3 0.0
Full-time + part-time + inactive 1.5 5.0 7.2 4.7
Full-time part-time + unemployed +
inactive
0.9 1.1 1.0 2.0
8.7 20.9 15.8 9.2
Source: British Household Panel Survey, Waves A-H (base = 1,132) (own calculations)
Occupational status of cohorts of
men: unemployment transitions
Transition Type
45-49
(52-56)
50-54
(57-61)
55-59
(62-66)
60-64
(67-71)
Unemployed/inactive
Full-time + unemployed 11.3 6.3 0.5 0.0
Full-time + inactive 8.2 16.1 28.8 23.7
Unemployed + inactive 4.8 5.2 6.4 12.1
Full-time + unemployed +
inactive
4.8 8.3 5.8 2.7
Other 1.0 0.6 2.3 8.7
30.1 36.5 43.8 47.2
Source: British Household Panel Survey, Waves A-H (base = 1,132) (own calculations)
• IMPACT OF HEALTH FACTORS
Main reason for early retirement
Men Cell percentages
Age Total
50-55
55-59
60-64
Offered reasonable financial terms to retire early 22 31 31 30
Own ill health 49 24 24 27
Made redundant etc 5 15 15 14 To enjoy life while still young and fit enough 19 11 13 13 Fed up with job and wanted a change - 8 8 7 Ill health of a relative/friend 3 5 4 4 To spend more time with partner/family - 2 1 1 To retire at the same time as husband/wife /partner - - 1 *
Do not know 3 4 3 3 Total 100 100 100 100 Base: all respondents 32 104 209 345
Source: English Longitudinal Study of Ageing (ELSA), Wave 1 2002 (own calculations)
Main reason for early retirement
Women Cell percentages
Age Total
50-55
55-59
Own ill health 27 35 33
Offered reasonable financial terms to retire early 9 16 14
To spend more time with partner/family 5 15 12 Made redundant 9 9 9 Fed up with job and wanted a change 14 7 9 To enjoy life while still young and fit enough 14 4 7 Ill health of a relative/friend 5 6 6 To retire at the same time as husband/ wife/partner 9 3 4 Could not find another job - 1 1 Do not know 9 4 56 Total 100 100 100 Base: all respondents 26 84 110
Source: English Longitudinal Study of Ageing (ELSA), Wave 1 2002 (own calculations)
Proportion leaving work because of a health problem
Row percentages
Retired or left work due to a health problem
Base: All withhealth problem
Any health problem/disability 37 1725
Problems or disabilities connected with the arms or hands1 48 624
Problems or disabilities connected with the lefts or feet1 49 762
Problems or disabilities connected with the back or neck1 51 748
Difficulty in seeing 51 195
Difficulty in hearing 46 208
Skin conditions, allergies 45 159
Chest or breathing problems (e.g. asthma, bronchitis) 55 416
Heart, blood pressure or blood circulation problems 43 763
Stomach, liver, kidney or digestive problems 51 264
Diabetes 36 164
Depression, bad nerves or anxiety 63 305
Mental illness or suffer from phobia, panics or other nervousdisorders 63 114Source: DWP (2003)
1Including arthritis and rheumatismNote: Health problems for which there was a base of less than 50 have not been included in this table
Percentage of individuals aged 50 to 65 in paid
work in 2002-03 who stay in paid work or move out
of paid work between 2002-03 and 2004-05, job
type and self-reported health status in 2002-03
(men only)
Manual Workers Non-Manual Workers
Fair/poor Good V.good
/Excellent
Fair/poor Good V.good/
Excellent
% % % % % %
Working, working 68.8 86.9 87.2 80.5 84.8 88.3
Working, not working 31.2 13.1 12.8 19.5 15.2 11.7
Source: English Longitudinal Study of Ageing, Wave 2 (Emmerson & Tetlow, 2004)
Effect of health problems, by occupation
Row percentages
Not workingBaseForced
to retireNot forcedto retire
1 Managers and senior officials 23 77 138
2 Professional occupations 30 70 89
3 Associate professional and technical 32 68 87
4 Administrative and secretarial 20 80 127
5 Skilled trades occupations 43 57 156
6 Personal service occupations 37 63 69
7 Sales and customer services 21 79 73
8 Process, plant and machine operatives 46 54 153
9 Elementary occupations 34 66 222
All with SOC code 32 68 1114
Source: DWP (2003)
Expected chances of returning to paid employment for
economically inactive individuals below SPA
Cell percentages
Sample Size
Fraction reporting zero chance of working in
future
Average percentage chance of returning to
work
Men, 50-59 All inactive 409 65 15 Inactive and retired 141 75 9 Men, 60-64 All inactive 404 83 6 Inactive and retired 240 84 5 Women, 50-54 All inactive 270 64 15 Inactive and retired 29 - - Women, 55-59 All inactive 440 74 9 Inactive and retired 122 74 8
Note: Men below 60 are asked the chances of their being in paid employment at or after age 60; those between ages 60 and 64 are asked the same question with reference to age 65 . Women below age 55 are asked the chances of their being in paid employment at or after age 55; those between ages 55 and 59 are asked the same question with reference to age 60. Source: English Longitudinal Study of Ageing (ELSA) (Banks and Casanova, 2003)
Reported desired changes to working situation
among those reporting that they have health
problems that limit their ability to work in their
current job
42.9
25.9
7.8
15
3.1
5.8
11.1
0 5 10 15 20 25 30 35 40 45 50
Any change
Less physically demanding
Special equipment/workplace adaption
Less mentally demanding/stressful
Flexible hours
Working from home sometimes
Fewer hours/job sharing
Percentage
Source: English Longitudinal Study for Ageing, Wave 3 (Emmerson & Tetlow, 2004)
Proportion of employees who have attended a
formal educational or training course during
the past 12 months
Source: English Longitudinal Study of Ageing (ELSA), Wave 1, 2002
Role of line managers
Literature on line managers and support from supervisors has run alongside research on older workers:
• 1980s – limited European research in context of ‘early exit’ from work
• 1990s – variety of studies in the context of policy debate about ‘age discrimination’/’institutional ageism’
• 2000s- studies continuing reflecting legislation on ageism but also ‘extended working life’ debate.
Literature on line managers
Three main traditions:
• Sociological/ Social Policy
• Human resource
• Occupational health
Literature on line managers
Sociological/Policy/Human Resource
Taylor/Walker (early-mid-1990s) quant/qual
Itzin/Phillipson (early-1990s) quant/qual
Platman/Tinker (1998) case study
Walker and Taylor (1999) comparative research
Brooke/Taylor (2005) case study
Loretto and White (2006) qualitative research
Maltby (2007) action research
Literature on line managers
Soc/Pol/HR: themes
• ‘Culture of organisation’ key factor shaping orientations towards older workers (Taylor&Walker, 1998)
• Role of line managers as ‘gatekeepers’ within organisations (Itzin&Phillipson, 1993)
• LMs using age stereotypes as a mechanism for organising human resources (Brooke&Taylor, 2005)
• Distance between ‘organisational level’ and ‘grass roots’ management (Loretto&White, 2006)
Literature on Line Managers
Occupational Health
• Search covering Medline, Enbase, Web of science, Psychoinfo, ageline, IBSS and ageinfo
• Line managers/ supervisors/foreman linked to older workers and variety of health terms:
arthritis/musculoskeletal/osteoarthritis/hip pain/knee pain/back pain etc/mental health/mental illness
• 649 refs reduced to 433 titles and abstracts
• Further reduced to 111 which had a mix of MSc and Mental Health dimensions
Literature on line managers
• Identified substantial literature covering MSc and mental health
• Limited specific discussion about older workers – age and cohort differences
• Limited attention to occupational/ gender/ ethnic/ social class dimensions and interaction with health issues
• Emphasises core role of supervisors in facilitating support for chronic conditions and RTW
Low level of LM support linked to:
• reduced work ability (RA) (De Croon et al., 2005)
• increased risk of hospitalization (back
disorders) (Kaila-Kanga et al., 2004)
• increased sick leave (RA) (Geuskens et al.,
(2008)
• stable or increased supervisor awareness associated with
decreased pain (RSI) (Cole et al., 2006)
Themes in occ.health lit
• Supervisor training programmes (MSc) (McLellan et al., 2001)
• Workplace pain management programmes) (Adams et al., 2003)
• Low involvement of managers prior to early retirement through ill-health (Brown et al., 2005)
• Reciprocal causal relationship between work and mental health) (De Lange et al., 2004)
• Relationship between low job control and limited supervisor support (Geuskens et al., 2008)
WORK, HEALTH AND WELL-BEING:
RESEARCH NETWORK
Some research questions:
• What is the role of line managers as gatekeepers
facilitating return to work? What variations can be
identified in terms of the impact of their in respect of
mental health and musculo-skeletal issues?
• What role is played by different work environments in
assisting return to work/retention etc?
• What forms of collaboration can be identified between
health organisations and employers?
• What is the role of self-care? How can its effectiveness be
enhanced within the workplace?
Research questions/ issues
• Potential for trials working with supervisors
in different work environments?
• Develop programmes tailored to specific
occupational groups?
• Support characteristics of different work
environments
• What are the inter-disciplinary
opportunities/ connections to be
developed within a research programme?
References
• Banks, J. and Tetlow, G. Extending Working Lives. In Living in the 21st Century. In: The 2006 English Longitudinal Study of Ageing (Wave 3). Institute for Fiscal Studies, 2008.
• Cappellari, L. et al. Labour market transitions among the over-50s. Department for Work and Pensions, 2005.
• DWP (2003) Factors affecting the labour market position of older workers Research Report 2000 London: DWP
• Emmerson, C. and Tetlow, G. Labour Market Transitions. In: The 2004 English Longitudinal Study of Ageing. Institute for Fiscal Studies, 2006.
• Loretto, ed The Future for older workers. Policy Press, 2007
• Phillipson, C. Transitions from work to retirement. Policy Press, 2002
Selected references
• Phillipson, C and Smith, A. Extending Working life: a review of the research literature. Department for Work and Pensions, 2005.
• Phillipson, C. Extending Working Life: problems and prospects for social and public policy. In Bauld, L. et al. Social Policy Review Policy Press, 2006
• Smeaton, D. and Vegaris, S. (2009) Older people inside and outside the labour market. Research Report No. 22. EHRC
• Schmid, G.Towards a theory of transitional labour markets. In Schmid, G and Gazier (eds) The dynamics of full employment. Edward Elgar, 2002.
• Vickerstaff, S. et al. Encouraging labour market activity among 60-64 year olds. Department of Work and Employment, 2008.
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