scholarly journals Gender Wage and Longevity Gaps and the Design of Retirement Systems

2021 ◽  
Author(s):  
Francesca Barigozzi ◽  
Helmuth Cremer ◽  
Jean-Marie Lozachmeur
Keyword(s):  
Retirement Systems

Social security, income inequality and growth

2011 ◽  
Vol 11 (1) ◽  
pp. 53-70 ◽  
Author(s):  
GILLES LE GARREC
Keyword(s):  
Economic Growth ◽  
Income Inequality ◽  
Low Income ◽  
Pension System ◽  
Industrial Countries ◽  
Lifetime Income ◽  
Actuarial Fairness ◽  
Retirement Systems ◽  
Pension Benefits ◽  
Shed Light

AbstractIn most industrial countries, public pension systems redistribute from workers to retired people, not from high-income to low-income earners. They are close actuarial fairness. However, they are not all equivalent. In particular, some pension benefits are linked to full lifetime average earnings, while others are only linked to partial earnings history. In the latter case, we then show in this article that an actuarially fair pay-as-you-go pension system can both reduce lifetime income inequality and enhance economic growth. We also shed light on the dilemma between inequality and economic growth in retirement systems: greater progressivity results in less lifetime inequlity but also less growth.

The Retirement Systems Act

1945 ◽  
Vol 33 (3) ◽  
pp. 434
Author(s):  
Richard H. Forster
Keyword(s):  
Retirement Systems

Learning in late career stages in Europe – gendered effects of retirement policies

2020 ◽  
pp. 1-23
Author(s):  
Kirsti Melesk
Keyword(s):  
Gender Differences ◽  
Age Groups ◽  
Older Age ◽  
European Countries ◽  
Retirement Age ◽  
Logistic Regression Models ◽  
Highly Educated ◽  
Country Level ◽  
Retirement Systems ◽  
Retirement Policies

Abstract Institutional contexts shape learning participation throughout the course of life. Combining micro-data on adult education from 26 European countries with country-level indicators on retirement systems in multi-level logistic regression models, the focus is on analysis of participation in non-formal learning among people aged 50–64 and its interactions with retirement policies. The analysis makes use of the largest sample of European countries used so far for exploring the issue. For the first time, gender differences in retirement policies are considered. The results imply that for all women and highly educated men, participation in non-formal training is higher when retirement age in the country is set at 65 years or higher. However, men with less education do not profit from a higher retirement age because their training participation remains unaffected by retirement policies. In the current analysis, training participation in older age groups remains unaffected by the generosity of pensions. The results outline gender differences in learning participation in older age groups. Also, after the age of 50, men with a low education are at particular risk of labour market exclusion and unemployment because the retirement age in European countries keeps rising and technological advancements make additional demands on workers’ skills.

scholarly journals EMPLOYMENT AFTER NORMAL RETIREMENT AGE: EMPLOYERS’ MOTIVES AND EXPERIENCES

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S129-S130
Author(s):  
Jaap Oude Mulders
Keyword(s):  
Older Workers ◽  
Population Aging ◽  
Developed Countries ◽  
Mandatory Retirement ◽  
Retirement Age ◽  
Opportunity Structures ◽  
Labor Market Dynamics ◽  
Employment Rates ◽  
Using Data ◽  
Retirement Systems

Abstract Due to population aging, older workers in developed countries are working much longer than previous cohorts. Some older workers even extend their careers beyond normal retirement age – or the age that is traditionally associated with retirement. While earlier work has studied employees’ motives and experiences while working after normal retirement age, motives and experiences of employers remain unexplored. Understanding employers’ perspectives is imperative for a better grasp of employees’ opportunity structures and labor market dynamics. This is especially relevant in countries with mandatory retirement systems, since here employer and employee need to negotiate a new contract after normal retirement age. I study employers’ motives to and experiences with employing older workers after normal retirement age using data from a 2017 survey among 1,312 Dutch employers. The Netherlands has mandatory retirement regulations but is also seeing an increase in employment rates after normal retirement age. Results show that 54% of employers have, in recent years, employed one or more older workers beyond their normal retirement age. This is especially common in education. 70% of employers are very positive about their previous experiences with employing older workers after normal retirement age, mostly because they had rehired older workers with unique knowledge and experience. However, employers also hardly ever took the initiative for such employment arrangements, instead leaving it to the older workers to show the desire to continue working. Although employers are largely positive, they see it as a limited phenomenon, and do not consider it a solution to labor shortages.

Pension Reforms and Public Sector Turnover

2019 ◽  
Vol 30 (1) ◽  
pp. 96-112 ◽  
Author(s):  
Evgenia Gorina ◽  
Trang Hoang
Keyword(s):  
Public Sector ◽  
State Level ◽  
Defined Benefit ◽  
Defined Contribution ◽  
Retirement Benefits ◽  
Employment Benefits ◽  
Pension Reforms ◽  
Defined Contribution Plans ◽  
Retirement Systems ◽  
State Pension

Abstract Over the past decade, many states have reformed their retirement systems by reducing benefit generosity, tightening retirement provisions, introducing non-defined-benefit (DB) plan options and even replacing DB plans with defined-contribution plans. Many of these reforms have affected post-employment benefits that public workers will receive when they retire. Have these reforms also affected the attractiveness of public sector employment? To answer this question, we use state-level data from 2002 to 2015 and examine the relationship between state pension reforms and public employee turnover following the reforms. We find that employee responsiveness to the reforms was tangible and that it differed by reform type and worker education. These results are important because the design of public retirement benefits will continue to influence the ability of the public sector to recruit and retain high-quality workforce.

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