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Drivers and patterns of early retirement in the neoliberal university

Published online by Cambridge University Press:  01 January 2023

Philip Taylor Open the ORCID record for Philip Taylor [Opens in a new window] ,
Eyal Gringart ,
Eileen O Webb ,
Phillippa Carnemolla ,
Deirdre Drake ,
Michelle Oppert  and
Robin Harvey
Philip Taylor*
Affiliation:
Federation University Australia, Australia
Eyal Gringart
Affiliation:
Edith Cowan University, Australia
Eileen O Webb
Affiliation:
University of South Australia, Australia
Phillippa Carnemolla
Affiliation:
University of Technology Sydney, Australia
Deirdre Drake
Affiliation:
Edith Cowan University, Australia
Michelle Oppert
Affiliation:
University of South Australia, Australia
Robin Harvey
Affiliation:
Charles Sturt University, Australia
*
Philip Taylor, Federation Business School, Federation University Australia, Berwick, 72/100 Clyde Road, Berwick, VIC 3806, Australia. Email: philip.taylor@federation.edu.au
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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.

Keywords

J26J71J78Ageismearly retirementolder workersuniversities
Type
Original Articles
Information
The Economic and Labour Relations Review , Volume 33 , Issue 4 , December 2022 , pp. 715 - 736
Copyright
© The Author(s) 2022

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