3 results for Jenkins, A

  • The working lives of older hotel workers: is there evidence of psychological disengagement in the work-to-retirement transition zone?

    Jenkins, A; Poulston, JM; Davies, E

    Conference item
    Auckland University of Technology

    It is well known that the hospitality industry faces recruitment problems, with high levels of labour turnover (Poulston, 2008). Given population ageing, it is important that the industry recruits and retains older workers. Older workers are likely to become increasingly important to the hospitality industry as the number of older workers in employment in the UK has almost doubled since 1993 (ONS, 2012). The Hospitality Industry relies heavily on older workers. In the Distribution, Hotels and Restaurants sector of the UK economy, 34% of the labour force is aged 50+, a higher percentage than any other industrial sector except for Public Administration, Education & Health (DWP, 2013). Therefore, given the reliance on older workers, it is important that the Hospitality Industry understands the nature of older worker employment and the management of the work-to-retirement transition, an issue made even more pertinent since the abolition of the Statutory Retirement Age in 2011. Although Age Discrimination legislation was introduced in the UK in 2006, a survey of hospitality businesses by Martin and Gardiner (2007) established that ageism was considered a problem.

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  • Getting on in hospitality: a preview

    Poulston, J; Jenkins, A (2011-08-08)

    Conference item
    Auckland University of Technology

    Although ageism is an acknowledged form of discrimination in employment (Snape & Redman, 2003; Taylor & Walker, 1998), compared to other discriminatory behaviours such as racism and sexism, relatively little research has been undertaken in this area. However, age discrimination in employment is not uncommon. A report on ageism by Age Concern England revealed that more people (29%) had suffered from age discrimination, than any other form of discrimination (Tasiopoulou & Abrams, 2006). Age discrimination is also prevalent in New Zealand (McGregor, 2001; Wilson, Parker, & Kan, 2007), and increases with increased numbers of older workers in the labour force (Wilson et al.). While some business managers appear positive about older workers (Davey, 2008), the views of New Zealand hospitality managers on ageism are not yet known. Older workers appear to be particularly disadvantaged in the labour force due to stereotypical views (Harris, 1990). Hospitality businesses are reliant on a young workforce (McNair, Flynn, & Dutton, 2007; Whiteford & Nolan, 2007) and much of the industry is style obsessed, particularly designer bars, boutique hotels and celebrity-chef restaurants. Aesthetic labour (work that values the way employees look) is a common feature of hospitality work (Nickson, Warhurst, Cullen, & Watt, 2003), and working hours are often long and unsociable. It therefore seems no surprise that the industry prefers young workers (McNair et al., 2007; Slonaker, Wendt, & Baker, 2007). This study aims to identify attitudes to the employment of older people, defined as those aged 50 and over, in the British and New Zealand hospitality industry. This paper presents a preliminary analysis of the New Zealand interviews, summarising industry’s views on employing older workers from both managers’ and employees’ perspectives. Early indications are that personality, team fit, and attitude are significantly greater influences on recruitment than age.

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  • Subjectivity and ageism

    Poulston, JM; Jenkins, A (2011-08-08)

    Conference item
    Auckland University of Technology

    Aesthetic labour is a common feature of hospitality work (Nickson et al., 2003), and working hours are often long and unsociable, and potentially incompatible with family or community responsibilities. Logic therefore suggests that the industry is likely prefer younger workers (McNair et al., 2007, Slonaker et al., 2007). Ageism is an acknowledged form of discrimination in employment (Snape and Redman, 2003, Taylor and Walker, 1998). A report on ageism by Age Concern England revealed that more people (29%) had suffered more from age discrimination than from any other form of discrimination (Tasiopoulou and Abrams, 2006). Ageism is also prevalent in New Zealand (NZ) (McGregor, 2001, Wilson et al., 2007), and increases with increased numbers of older workers in the labour force (Wilson et al.).

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