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CHAPTER 8
Policy, research and practice: supporting longer careers for baby-boomers 157

different forms of retirement (2010, p. 309). He identifies 24 types of older worker,
and two distinct patterns in what he describes as ʻtwo nationsʼ; one group of
older workers able to manage their careers to suit them financially and socially,
and others less well placed to do so. Social class, gender, level of qualifications,
autonomy in work all are factors impacting on the individualʼs decision whether
to stay in work. How people perceive themselves is also important, in that if work
is seen as important personally and in making a contribution to society, they are
likely to want to continue in work, paid or volunteer.
Staying in work is influenced by intrinsic and extrinsic factors (Flynn, 2010,
p. 319). Incentives through taxation, opportunities for transition, opportunities
to change careers, being challenged and valued are factors impacting on
personal decisions about staying or leaving work. The worker is not
necessarily in a position to ʻcall the shotsʼ in relation to their employment,
conditions and opportunities. Simonazzi (2009) subscribes the reasons for
lower participation of older workers in the workforce as mainly due to lack of
incentives for employers to hire them, the demand side, and disincentives for
older workers to remain at work, the supply side (p. 24). There is also a gender
aspect in relation to older workers, with women having a lower participation
rate and a more discontinuous working career than men. Physical health,
disability, job quality, working times can be negative (p. 25).
Workersʼ experiences in the workplace and conditions of employment
impact on their decisions to retire or to continue working. Analysing data
between 1991 and 2004 on hoursʼ constraints on the UK labour market, Gielen
found that a perception of ʻover employment, that is wanting to work fewer
hours, contributed to women leaving the workforce early while male workers
perceiving themselves to be ʻover-employedʼ, tend to continue working,
making a more gradual transition to retirement (Gielen, 2009, p. 251).

8.7. What do older workers want?

Given increasing emphasis on the ʻneedʼ to keep older workers at work,
questions on what older workers want and would want to stay longer in
working life, what employers would be willing to do to support and encourage
this, and at systemic and legal levels, what frameworks need to be provided
to support both the individual worker, their place of employment and the wider
societal context, arise.
Dychtwald et al. (2006, p. 42-43) list general important elements for mature
workers taken from the new employee/employer equation survey. The list