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Active ageing has been discussed in international political organisations and among re-searchers as a major means for combatting the challenges of demographic ageing. This study aims to make a critical-theoretical and empirical assessment of the active ageing concept, challenging the active ageing discourse from two different angles. First, an assessment of the theoretical framework of active ageing shows that the conceptual framework is undertheorised, lacks conceptual and analytical clarity, and fails to propose clear contributing factors and barriers. The second part presents an empirical analysis of the concept of active ageing guided by the following research question: is active ageing realistic—and for whom? Using Danish data subjected to multiple correspondence analysis, it is found that active ageing at the individual level is preconditioned by health, education, having good finances, etc. Furthermore, a Matthew effect of accumulated advantage is found; that is, older adults who are blessed in one sphere of life are also blessed in others, and such inequalities in old age are the outcomes of social life biographies (i.e., cumulative advantages/disadvantages over the life course). Thus, empirical findings indicate that active ageing may be an elusive goal for a large segment of older adults.

PurposeThe so‐called individual action plan (IAP) has become a major policy instrument in providing active welfare for social benefit claimants, and as such it has attracted quite a research interest. The purpose of this paper is to maintain that research hitherto has been founded in a too narrow notion of the IAP, arguing instead that IAP represents a new societal rationality, in relation to which the scope of research questions should be broadened.Design/methodology/approachThe paper explores the basic dynamics and internal features of the IAP dialogue theoretically and ideal typically. It is furthermore argued that IAP‐like arrangements have extended far beyond the domain of social policy; IAP‐like dialogues are practiced in all corners of society in the form of HRM conversations, supervision, coaching etc. Relating to Foucault it is therefore argued that IAP represents a new dispositif.FindingsThe paper states that the emerging dispositif demands that the individual constitutes herself as a creative and self‐expressive subject in dynamic dialogue. Accordingly the microphysics of the interaction change for the clientele as well as for the case worker. Purpose and procedures turn singular, which undermines collective endeavours and general criteria for success in social policy.Originality/valueThe paper employs a theoretical and sociological perspective on the IAP as a new technology in the organisation of social policy, and its contribution lies in its displacement of the perspective on IAP and its consequences on research questions.

In this topical book older people's volunteering is studied in eight European countries at the structural, macro, meso and micro levels. Overall it highlights how different interactions between the levels facilitate or hinder older people's inclusion in voluntary work and makes policy suggestions for an integrated strategy

In this topical book older people's volunteering is studied in eight European countries at the structural, macro, meso and micro levels. Overall it highlights how different interactions between the levels facilitate or hinder older people's inclusion in voluntary work and makes policy suggestions for an integrated strategy.

In this topical book, older people's volunteering is studied in eight European countries at the structural, macro, meso and micro levels. Overall it highlights how different interactions between the levels facilitate or hinder older people's inclusion in voluntary work and makes policy suggestions for an integrated strategy.

PurposeThe purpose of this paper is to address four interrelated questions: what is the prevalence of ageism amongst employers? What are the factors conditioning employers' age stereotypes? To what extent are ageist attitudes among employers translated into discriminatory recruitment, retention and firing practices? And what factors can moderate the stereotype–discrimination interaction?Design/methodology/approachThe paper draws on a survey conducted among Danish employers; 2,525 completed the survey questionnaires; response rate 25 per cent.FindingsThe major finding is that ageist stereotypes among employers do not translate into discriminatory personnel management practices.Research limitations/implicationsThe findings may be specific to Denmark. Denmark is renowned to be a non-hierarchical, egalitarian society, which may have implications for personnel management practices.Originality/valueContrary to this study, most studies analysing ageist stereotypes do not assess the extent to which stereotypes are translated into discriminatory personnel management practices in the workplace.