1st Edition

Positive Ageing and Human Resource Development

Edited By Diane Keeble-Ramsay, Andrew Armitage Copyright 2019
    192 Pages
    by Routledge

    192 Pages
    by Routledge

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    Positive Ageing and Human Resource Development seeks to introduce readers to some of the major cultural issues that the current demographic changes of the workforce as the national default retirement age within the UK has moved from 60 to 67 and beyond represent for the workplace. This phenomenon is happening in other economies. It recognises there are social shifts in terms of the psychological contract and expectations of different sets of workers. Rather than seeking to extend ideas around multi-generational research eg millennials and generation X/Y, it provides some contributions and commentary which may inform employers, HR professionals and those interested in Human Resource Development (HRD) when considering how to plan for these challenges. It considers the concerns that HRD thinking has largely been focussed upon the development of leaders or managing people, rather than how such sociological shifts may impact upon the nature of work and subsequent productivity. It recognises that many companies have failed to plan their people management strategies and talent management approaches to cope with this shift largely given their uncertainty how to address.

    It takes a set of contributions then, which focus upon different issues broadly based around age, in order to provide illustrations of some of the areas for discourse of the lived experiences of those affected by the probability of working into their late 60s or potentially even late 70s. Much of this is focussed around women’s working lives as the impact of later working represents a number of peculiar issues around the valuing of women’s work and its contributions.



    Diane Keeble-Ramsay

    Chapter 1 Challenges of Age for Workplace Development

    Diane Keeble-Ramsay

    Chapter 2 Leadership, Millennials and Ageing

    Kevin Roe

    Chapter 3 Challenging the way we engage an aging workforce

    Jonathan Smith and Jonathan Martin

    Chapter 4 Menopausal/post-menopausal women and maternal career disruption

    Diane Keeble-Ramsay, Julia Claxton and Kathleen Ridealgh

    Chapter 5 Not so many happy returns

    Bronwyn Betts and Diane Keeble-Ramsay

    Chapter 6 Feeling Phoney – the workplace implications of the imposter phenomenon on women

    Theresa Simpkin

    Chapter 7 Virginia Woolf and age-old feminism

    Lloyd Gray

    Chapter 8 Ageism and Career Blocking: Toxic Workplaces and Ethical Dilemmas

    Andrew Armitage

    Chapter 9 Tales from Academia: The MAD Set

    Michelle Liang, Aileen Lawless and Deborah Humphreys (LJMU)

    Chapter 10 Concluding thoughts and future Directions

    Andrew Armitage


    Dr Diane Keeble-Ramsay is Deputy Director of Positive Ageing Research Institute (PARI) at Anglia Ruskin University, U.K.

    Dr. Andrew Armitage is a Fellow of the Higher Education Academy and lectures in Management Development and Research Methods at Lord Ashcroft International Business School at Anglia Ruskin University, U.K.