ABSTRACT
New Zealand has an ageing workforce and a growing economy. These two factors have come together to bring about some shortage of skills and virtually full employment. This chapter describes the growing age dependency of the population together with the creation of new jobs that is likely to bring this about. It considers the series of alternatives to the likely competition for labour. The chapter discusses strategies designed to free women from the eldercare burden so as to remain in and return to the workforce. It explores more enlightened attitudes to older people and their possible contribution to solving the labour shortage. This involves a move from Static Flexibility in attitudes to employees through Transitional Flexibility to a Radical Flexibility in employment. Age prejudice continues largely unabated despite the passing of the Human Rights Commission Amendment Act in 1992. Anecdotal evidence that such prejudice is widespread abounds.
