Table of Contents

Handbook of Gendered Careers in Management

Handbook of Gendered Careers in Management

Getting In, Getting On, Getting Out

Research Handbooks in Business and Management series

Edited by Adelina M. Broadbridge and Sandra L. Fielden

Handbook of Gendered Careers in Management provides an international overview of current practice and theory surrounding gendered employment in management, illustrating the impact of gender on key stages of career development.

Chapter 29: Retirement – a new beginning or the beginning of the end?

Adelina M. Broadbridge and Agneta Moulettes

Subjects: business and management, diversity and management, gender and management, human resource management


Planning for retirement is a complex process influenced by personal preferences, resources, economic factors, institutional policies, and social norms (Szinovacz et al., 2013). Retirement has been described as a distinct stage in the life course, and one that in the twentieth century has been linked with an infrastructure of support (Phillipson, 2013). However, at the beginning of the twentieth century few people formally retired; this was reserved for the rich middle classes. Even though some countries had already introduced state-made provision for people to retire (for example, Sweden in 1913), it did not reach full maturity until the middle of the twentieth century, and it was not until then a set retirement age in Europe became the norm. In the UK this was set to 65 for men and 60 for women, while the official retirement age in Sweden was set to 65 for both men and women (Henkens and Schippers, 2012; Werner, 2013). With life expectancy rates being around 70 the meaning of retirement was clearly some respite before death.

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