Over the next few decades, population and labour force aging in industrialized nations will occur at unprecedented rates, reducing the indigenous supply of younger workers entering the labour force.
Notwithstanding the current economic crisis, potential labour shortages, along with concerns about financial support of retirees, and the need for companies in fast-paced industries to respond rapidly to market demands, have prompted commentators to argue that a critical issue facing industrialized countries is the retention and retraining of older workers.
Indeed, the Federal Government of Canada recently commissioned a report entitled, “Supporting and Engaging Older Workers in the New Economy”. Many of the report’s recommendations point to the need for employers and governments to develop workplace policies that consider the changing needs and capacities of workers across the life course so that they can remain productive over a longer term.
Policy Brief No. 7, March 2012
Policy Brief No. 1, November 2009
2010 Socio-Economic Conference
Kim M. Shuey and Emily Jovic, University of Western Ontario
Aging Workforces/Older Workers: Challenges and Opportunities
Earnings and Registered Pension Plan Participation
Alex Grey, Human Resources and Skills Development Canada
Mehmet Fatih Aysan, University of Western Ontario
4th Population, Work, Family Policy Research Collaboration
Job stress and burnout in the IT industry: Lessons from small-to-medium size firms in four study countries
Kim Shuey and Heather Spiegel, University of Western Ontario
3rd Population, Work, Family Policy Research Collaboration
Workforce Aging in the New Economy
Ageism in Information Technology Employment
Julie Ann McMullin and Tammy Duerden Comeau, University of Western Ontario
Age structure and the life course in the IT field
Victor W. Marshall, UNC Chapel Hill
Labour Market Trajectories among IT Workers
Martin Cooke, University of Waterloo and Kerry Platman, University of Warwick Coventry, UK
Bargaining power and agency in new economy IT organisations
Libby Brooke, Swinburne University,