Call for papers (March 30, 2027.) : Aging at work

Posted on 2026-07-22

Over the past twenty years, both in Quebec and across Canada, the labour force participation rate of individuals aged 55 and older has risen significantly (Adkins-Hackett and Fraikin, 2024; Institut de la statistique du Québec, 2022). At the individual level, this translates into an increase in the time spent working over the course of a lifetime (Montcho, Mérette, and Carrière, 2023) and, at the macroeconomic level, into an expansion of the total labour supply (Montcho, Mérette, and Carrière, 2026).

This upward trend in employment among workers nearing the end of their careers is explained by a combination of numerous micro-, meso-, and macro-level factors (Bélanger et al., 2016), including improved health, rising life expectancy and educational attainment, diverse individual career paths, economic fluctuations, changes in the world of work—notably the shift toward a service-based economy and new forms of work organization—and the implementation of public policies.

Extending one’s working life is not merely an individual decision but also a collective choice. Consequently, both in Quebec (Tircher, 2024) and across Canada (Saba, 2014), successive changes have been made to public sector pension plans and tax systems to encourage individuals aged 55 and older to remain in the workforce (Baker et al., 2003). In Quebec, these reforms were guided by the concept of "active aging"—a strategy sometimes criticized for its homogenized view of the aging process (Marchand, 2018). Indeed, studies on older adults highlight the significant heterogeneity within this population, particularly regarding income (CEPE, 2020; Fréchet, 2012; Leclerc, 2024) and employment (OECD, n.d.). It is evident that employment in later life must be analyzed through an intersectional lens that considers factors such as gender, origin, disability status, and socioeconomic and migration status, as inequalities tend to compound toward the end of a career (Van der Vlugt & Audet-Nadeau, 2020). This is particularly important given that the OECD (2016) has for years emphasized the need to promote employment as an attractive and financially beneficial option for older workers.

Beyond their economic impact, strategies designed to encourage employment among older workers raise significant issues regarding equity and inclusion in the workplace. Yet, a recent study revealed that fewer than 50% of small and medium-sized enterprises report having implemented measures to support the continued employment of older workers (Saba and Cuckier, 2022), despite labor shortages in certain sectors.

Aging is not merely a demographic issue; it transforms the psychological contract between organizations and their employees (Dufour, Saba, and Ballesteros, 2021). For organizations, retaining employees in the later stages of their careers—just like those from other generations—requires embracing flexibility regarding schedules, work locations, and even career paths. In a context where careers are no longer linear, retirement itself takes on various forms (Boveda and Metz, 2016). Organizations must adapt jobs, recognize experience, facilitate knowledge transfer, support workplace health, and create flexible late-career pathways, all while avoiding the digital exclusion of older workers (Neves, Waycott, and Malta, 2018). These experienced individuals have diverse aspirations. For many, remaining in the workforce depends less on the statutory retirement age or financial considerations than on the quality of the work environment, the opportunity to make a meaningful contribution, and the respect they receive (Dufour, Saba, and Ballesteros, 2021).

This special issue examines the implications of population aging for the labor market, emphasizing the intersections between age and other sociodemographic characteristics—such as gender, education level, migration status, and visible minority status. It also explores the diverse life paths and critical transitions experienced by older adults, including caregiving, physical or mental health issues, and the desire for a gradual transition to retirement, to name but a few examples.

This special issue invites contributions from various disciplines that employ diverse theoretical and methodological frameworks. Proposals may address different levels of analysis—whether micro, meso, or macro. Interdisciplinary, comparative, or critical approaches are particularly encouraged, as are those drawing on life-course perspectives, intersectionality, or studies focused on equity, diversity, and inclusion.

By way of example, contributions may address the following themes:

  • Public policies regarding aging in the workforce;
  • Sectoral and international comparisons of age management models and policies concerning aging in the workforce;
  • New forms of work organization that influence an organization's ability to attract and retain individuals nearing the end of their careers, particularly in the context of the digital transition and workplace flexibility;
  • Equity, diversity, and inclusion issues in aging workplaces; organizational and social barriers—including explicit or implicit forms of ageism—and how these interact with other social dynamics and forms of discrimination;
  • The diversity of personal trajectories and end-of-career paths; potential gaps between the aspirations of older workers, organizational practices, and public policies; and individual and organizational strategies for extending working life.

To foster discussion, submissions may take the form of conceptual papers, presentations of empirical results, case studies, or research notes. Interdisciplinary, sectoral, local, national, or international research is encouraged.

Proposals (in the form of full papers) must be received by March 30, 2027.

Submission: https://diversite-urbaine.ojs.umontreal.ca/

Or via email: diversite-urbaine@umontreal.ca

 

Références

Adkins-Hackett, L., and Fraikin, A. (2024). La résilience du marché du travail face au vieillissement de la population. Conseil de l’information sur le marché du travail (CIMT). https://lmic-cimt.ca/fr/la-resilience-du-marche-du-travail-face-au-vieillissement-de-la-population/

Baker, M., Gruber, J., and Milligan, K. (2003). The retirement incentive effects of Canada’s income security programs. Canadian Journal of Economics / Revue canadienne d’économique, 36(2), 261 –290.. https://doi.org/10.1111/1540-5982.t01-1-00001

Bélanger, A., Carrière, Y., and Sabourin, P. (2016). Understanding employment participation of older workers : The Canadian perspective. Canadian Public Policy, 42(1), 94–109. https://doi.org/10.3138/cpp.2015-042

Boveda, I., and Metz, A.J. (2016). Predicting end-of-career transitions for baby boomers nearing retirement age. The Career Development Quarterly, 64(2), 153–168.

Dufour, M.-È., Saba, T., and Ballesteros Leiva, F. (2021). Planned retirement age: Do attachment to work and expectations relating to workplace adjustments matter? Equality, Diversity and Inclusion: An International Journal, 40(7), 892–906. https://doi.org/10.1108/EDI-09-2020-0281

Fréchet, G. (2012). Un portrait équivoque : La pauvreté chez les personnes âgées au Québec. Dans S. Rheault & J. Poirier (dir.), Le vieillissement démographique : De nombreux enjeux à déchiffrer (p. 113 –127). Institut de la statistique du Québec. https://bdso.gouv.qc.ca/docs-ken/multimedia/PB01614FR_VieillissementDemographique2012H00F00.pdf#page=113

Institut de la statistique du Québec (2022). Participation des travailleurs plus âgés au marché du travail et intentions à l’égard de l’âge de la retraite au Québec (Marché du travail et rémunération, [En ligne], no 33, septembre, p. 1-19. [statistique.quebec.ca/fr/fichier/ participation-travailleurs-plus-ages-marche-travail-intentions-egard-age-retraite-quebec.pdf]

Leclerc, K. (2024). Le taux de pauvreté et la situation de faible revenu des personnes âgées au Canada : une analyse intersectionnelle. Statistique Canada. https://www150.statcan.gc.ca/n1/pub/45-20-0002/452000022024002-fra.htm

Marchand, I., (2018). Traduction du référentiel du vieillissement actif au Québec et enjeux d’activation du vieillir. Retraite et société, 80(2), 97–119.

Montcho, G., Carrière, Y., and Mérette, M. (2023). Population aging and work life duration in Canada. Canadian Public Policy, 49(S1), 32–47. https://doi.org/10.3138/cpp.2022-048

Montcho, G., Mérette, M. and Carrière, Y. (2026). Effet du vieillissement démographique sur l’offre agrégée de travail au Canada. Cahiers québécois de démographie, 50(1), 1–22. https://doi.org/10.7202/1124616ar

Neves, B. B., Waycott, J. and Malta, S. (2018). Old and afraid of new communication technologies? Reconceptualising and contesting the “age-based digital divide”. Journal of Sociology, 54(2), 236–248. https://doi.org/10.1177/1440783318766119

Organisation de coopération et de développement économiques. (s. d.). Vieillissement et emploi. https://www.oecd.org/fr/themes/vieillissement-et-emploi.html

Organisation de coopération et de développement économiques. (2016). Panorama des pensions 2015 : Les indicateurs de l’OCDE et du G20, Éditions OCDE. https://doi.org/10.1787/pension_glance-2015-fr

Saba, T. (2014). Promoting active aging : The Canadian experience of bridge employment. Dans C.-M. Alcover, G. Topa, E. Parry, F. Fraccaroli et M. Depolo (dir.), Bridge employment: a research handbook (p. 216–235). Routledge, Taylor & Francis. . https://www.taylorfrancis.com/chapters/edit/10.4324/9780203383100-14/promoting-active-aging-tania-saba

Saba T. and Cukier W. (2022). Combler les écarts de compétences au sein des petites et moyennes entreprises au Québec : Une analyse empirique critique. Diversity Institute. https://www.torontomu.ca/diversity/reports/Bridging-the-Skills-Gaps-Within-SMEs-in-Quebec-FR.pdf

Tircher, P. (2024). Une évaluation de la stratégie d’incitation financière à l’emploi des personnes âgées au Québec. Relations industrielles/ Industrial Relations, 79(3–4). https://doi.org/10.7202/1118809ar

Van der Vlugt, E., and Audet-Nadeau, V. (2020). Bien vieillir au Québec : Portrait des inégalités entre générations et entre personnes aînées. Observatoire québécois des inégalités. https://observatoiredesinegalites.com/wp-content/uploads/2023/09/OQI-2020-Portrait-du-vieillissement-au-Quebec-2dec-web_compressed.pdf