Study title

This research aimed to explore differences and similarities in how organisations in two distinct business systems - Britain and Germany - deal with the challenge of an ageing workforce. The study used four matched pairs of German and British organisations in the education sector, chemical sector (engineering), the steel sector and the retail sector. Two datasets were compiled. The first dataset includes a panel event and semi-structured face-to-face/telephone interviews with experts. 19 Interviews were conducted with those considered to be national stake holders and experts on age management and age diversity (11 in Germany and 8 in Britain). Interviews were also conducted with representatives of the government, employer and employee associations NGOs and with research institutes and universities working in this area. There was also a panel discussion held with 5 panel members (1 German and 4 British) in February 2009, which focused on the effects of the economic downturn on age management policies and practices in both countries. For the second dataset, semi-structured interviews were conducted with Human Resources Managers, Line Managers and Employee Representatives in the case study organisations of the previously mentioned sectors. Where possible, additional semi-structured interviews were conducted with members of employee and employer representative organisations in the specific sector. Focus groups were also held and transcribed with older workers, aged 50 years and older, working in the relevant occupations in the case study organisations.These focus groups were homogeneous in their setup and allowed participants to discuss their understanding of their organisation’s age diversity policy, its implementation and relevance with peers in a “protected environment”. These interviews and focus groups were audio taped and transcribed. German interviews were not translated into the English language due to restricted resources. The management of an ageing...