This article provides an overview of the contributions made by older women to social and economic development in the Third World, as well as how the forces of modernization are affecting their roles and status in society. Discusses the definition of "older woman," labor force participation, income, and family roles. (CT)

Presents examples of some of the educational offerings for older people in nations at three very different stages of development: Ghana, Singapore, and France. Examines traditional forms of education, family living workshops, preretirement education, self-directed learning, decentralization of older adult education, and educational programs for…

Older women are often perceived as marginal in the development process and are ignored by planners. The challenge is to foster recognition and increase their activity rates. The development process must be redesigned to ensure that it uses older women to their fullest potential. (JOW)

Despite the proven track record of older workers and accumulating evidence that age is not a handicap to continued learning, employers remain reluctant to invest resources in their training and retraining. Often, where training opportunities are provided with no age restrictions, only a small proportion of older persons eligible will participate.…

A British study of mainstreamed and special needs classes for older adults found that the special education approach encourages a narrow perspective of aging and an emphasis on disability. At Simon Fraser University, a certificate program for senior citizens determined that seniors like age-integrated classes and instructors need training in…

Includes "The Paradox of Productive Aging" (Sicker); "Beyond Productive Aging" (Riley, Riley); "Changing Concepts; Visionary or Short-Sighted" (Holstein); "Making Aging Meaningful" (Glanz, Neikrug); and "Perspectives on Productive Aging from Austria, Bolivia, Denmark, Finland, Japan, Venezuela."…

Two Commission of European Communities surveys of people over age 15 and of those over 60 demonstrated a widespread belief that older people deserve public support and services and face employment discrimination. Socioeconomic factors influenced older people's sense of security and life satisfaction. Positive intergenerational attitudes appeared.…

Includes "Older Workers in the European Community: Pervasive Discrimination, Little Awareness" (Drury); "Aging Workers in Japan: From Reverence to Redundance" (Takada); and "Canada's Labor Market: Older Workers Need Not Apply" (David). (JOW)

Looks at the pros and cons of employer education vs. legislation regarding the rights of older workers. Compares situations in England and the United States. (JOW)

While methodological difficulties associated with the study of age and work performance make firm conclusions difficult to draw, it is apparent from a number of well-designed studies that age often has no real influence on performance. Wide individual differences exist and experience often counteracts any age effects. (JOW)

The author describes Japan's phased retirement system, consisting of the "step down" from a management or supervisory position (commonly in the mid-50s) and the mandatory transfer to a subsidiary company later. The system allows companies to promote younger workers. However, in a depressed industry, the system generally results in…

Examines policy on aging in the context of other policy priorities and concludes that the group most likely to affect a change in the situation of the world's elderly are the elderly themselves. (Author)

The cycle of social breakdown, self-perpetuating stages of negative adjustment among older persons, can be halted by empowering people through prevention and wellness and by changing attitudes of the culture, care providers, and decision makers toward aging. (SK)

Consists of two articles focusing on employment for older workers. Topics discussed include early and postponed retirement and health programs for older workers. (CH)

GULHEMP, an occupational health system used by the Industrial Health Counseling Service (IHCS) in Portland, Maine, improves the match between middle-aged and older workers' abilities and the demands of specific jobs. It provides objective criteria upon which to base decisions to hire, promote, transfer, or terminate workers. (JOW)