Drivers and patterns of early retirement in the neoliberal university

Taylor, P; Gringart, E; Webb, EO; Carnemolla, P; Drake, D; Oppert, M; Harvey, R

Drivers and patterns of early retirement in the neoliberal university

Taylor, P Gringart, E Webb, EO Carnemolla, P

Drake, D Oppert, M Harvey, R

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Publisher:: Cambridge University Press (CUP)
Publication Type:: Journal Article
Citation:: Economic and Labour Relations Review, 2022, 33, (4), pp. 715-736
Issue Date:: 2022-12-01

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Field	Value	Language
dc.contributor.author	Taylor, P
dc.contributor.author	Gringart, E
dc.contributor.author	Webb, EO
dc.contributor.author	Carnemolla, P https://orcid.org/0000-0002-2451-9427
dc.contributor.author	Drake, D
dc.contributor.author	Oppert, M
dc.contributor.author	Harvey, R
dc.date.accessioned	2023-06-23T04:28:42Z
dc.date.available	2023-06-23T04:28:42Z
dc.date.issued	2022-12-01
dc.identifier.citation	Economic and Labour Relations Review, 2022, 33, (4), pp. 715-736
dc.identifier.issn	1035-3046
dc.identifier.issn	1838-2673
dc.identifier.uri	http://hdl.handle.net/10453/170838
dc.description.abstract	This article increases understanding of university labour processes. The antecedents and characteristics of early retirement schemes implemented by Australian universities between 2010 and 2020 were considered. Twenty-eight schemes were identified across 20 universities. Content analysis of descriptions of the schemes contained in official documents was undertaken. This revealed somewhat common justifications for the schemes, linked to concerns about organisational sustainability/resilience in the face of external threats and the implementation of modernising efforts. Such justifications appeared to be underpinned by similar ageist biases on the part of management. Despite this broad commonality, however, the schemes manifested a multifurcation of possible work-retirement pathways across institutions. Such reorganisation of labour processes, based on ageist representations that potentially place established workers in conflict with others, represents an incongruence between the market-oriented objectives of universities and areas of public policy responding to workforce ageing. It is argued that drawing momentum from emerging conceptions of sustainability and current diversity initiatives such as Athena Swan and Age Friendly Universities it may be possible to sever the link university leadership perceive between the divestment of older workers and the fulfilment of modernising agendas.
dc.language	en
dc.publisher	Cambridge University Press (CUP)
dc.relation.ispartof	Economic and Labour Relations Review
dc.relation.isbasedon	10.1177/10353046221125512
dc.rights	info:eu-repo/semantics/openAccess
dc.rights	This article has been published in a revised form in Economic and Labour Relations Review [http://doi.org/10.1177/10353046221125512]. This version is free to view and download for private research and study only. Not for redistribution or reuse. © copyright holder
dc.subject	1402 Applied Economics, 1503 Business and Management, 1605 Policy and Administration
dc.title	Drivers and patterns of early retirement in the neoliberal university
dc.type	Journal Article
utslib.citation.volume	33
utslib.for	1402 Applied Economics
utslib.for	1503 Business and Management
utslib.for	1605 Policy and Administration
pubs.organisational-group	/University of Technology Sydney
pubs.organisational-group	/University of Technology Sydney/Faculty of Design, Architecture and Building
pubs.organisational-group	/University of Technology Sydney/Faculty of Design, Architecture and Building/School of Built Environment
utslib.copyright.status	open_access	*
dc.date.updated	2023-06-23T04:28:41Z
pubs.issue	4
pubs.publication-status	Published
pubs.volume	33
utslib.citation.issue	4

Abstract:

This article increases understanding of university labour processes. The antecedents and characteristics of early retirement schemes implemented by Australian universities between 2010 and 2020 were considered. Twenty-eight schemes were identified across 20 universities. Content analysis of descriptions of the schemes contained in official documents was undertaken. This revealed somewhat common justifications for the schemes, linked to concerns about organisational sustainability/resilience in the face of external threats and the implementation of modernising efforts. Such justifications appeared to be underpinned by similar ageist biases on the part of management. Despite this broad commonality, however, the schemes manifested a multifurcation of possible work-retirement pathways across institutions. Such reorganisation of labour processes, based on ageist representations that potentially place established workers in conflict with others, represents an incongruence between the market-oriented objectives of universities and areas of public policy responding to workforce ageing. It is argued that drawing momentum from emerging conceptions of sustainability and current diversity initiatives such as Athena Swan and Age Friendly Universities it may be possible to sever the link university leadership perceive between the divestment of older workers and the fulfilment of modernising agendas.

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http://hdl.handle.net/10453/170838