Assessing Anti-ageism Routes to Older Worker Re-engagement

Measures that challenge ageism in employment are among the most prominent policy approaches towards reversing the dramatic decline over the last two decades in the labour market participation of older workers in developed economies. In Britain, such measures have evolved through three related phases: the `business case' approach; equality routes, incorporating equal opportunities and diversity policies; and progress towards anti-age discrimination legislation. Discriminatory attitudes displayed by employers have been overemphasized in explaining early exit from the labour market. Paradoxically, targeting such prejudice and ignorance through the business case approach has narrowed the scope for challenging more covert forms of ageism in employment. Nor is age easily incorporated into equal opportunities and diversity agendas in effective ways. Moreover, legislation will need to depart significantly from the principles underlying voluntary approaches if it is to be successful. The ambiguity and fluidity of the ageism concept also allow scope for opportunistic responses on the part of labour market actors that can be detrimental to the interests of older workers, and preoccupation with ageism may therefore act to impede progress towards more targeted, co-ordinated and effective policy responses.