Managing age discrimination: an examination of the techniques used when seeking employment.

PURPOSE: This article examines the age-related management techniques used by older workers in their search for employment. DESIGN AND METHODS: Data are drawn from interviews with individuals aged 45-65 years (N = 30). RESULTS: Findings indicate that participants develop "counteractions" and "concealments" to manage perceived age discrimination. Individuals counteract employers' ageist stereotypes by maintaining their skills and changing their work-related expectations and conceal age by altering their résumés, physical appearance, and language used. IMPLICATIONS: This research suggests that there is a need to reexamine the hiring practices of employers and to improve legislation in relation to their accountability.

The interplay between women's life course work patterns and financial planning for later life.

In order to gain a comprehensive understanding of the interplay between women's life course work patterns and their financial planning for later life, we examined data from semi-structured interviews with retired women (n = 28) aged 59 to 92. The majority of women disrupted their careers at some point in time, for an average of 14 years, primarily for child-rearing responsibilities. We found that financial preparedness and income security in later life are structured by women's life course work patterns. However, individuals also have the ability to shape their own lives and many of the women took the initiative to acquire financial knowledge irrespective of their work situation. Financial-planning advice that participants gave to future generations of older women was also explored and centred on the importance of saving, avoiding debt, maintaining financial independence, and planning ahead.