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The study attempts to establish whether the parental breakup penalty for tertiary education attainment varies by socioeconomic background, and whether it depends on the societal context. Data are drawn from the first wave of the Generations and Gender Survey, covering 14 countries. The researchers estimate multi-level random-slope models for the completion of tertiary education. The results show that parental divorce is negatively associated with children's tertiary education attainment. Across the 14 countries considered in this study, children of separated parents have a probability of achieving a university degree that is on average seven percentage points lower than that of children from intact families. The breakup penalty is stronger for children of highly educated parents, and is independent of the degree of diffusion of divorce. In countries with early selection into educational tracks, divorce appears to have more negative consequences for the children of poorly educated mothers.

This article analyses social variability in retirement timing. It draws on a social stratification perspective, which arguably provides a richer theoretical framework than one-dimensional pull or push approaches. The first objective is to establish how class membership influences both the timing of retirement as well as the degree of accessibility to different pathways to retirement. The second objective is to elucidate the interplay of gender and class in work-exit dynamics. The empirical analysis uses data from the Survey of Health, Ageing and Retirement in Europe (SHARE) to estimate a series of event-history models for a sample of respondents from 11 Western European countries. The results show that social class exerts a strong influence on retirement processes, over and beyond other socio-economic characteristics, and especially on the risk of involuntary retirement. Employment constraints (push factors) and economic incentives (pull factors) affect workers in different class positions in markedly different ways. While there exist significant gender differences in retirement behaviour, these appear to be largely driven by women's lower class positions. The article concludes that ill health and unemployment remain heavy obstacles to prolonging working life in contemporary Western Europe.

The ageism debate has pointed to the persistence of negative age stereotypes that hinder the prolongation of working lives. However, the actual holders of discriminatory norms have remained largely anonymous because there is limited understanding of the pervasiveness of age norms. This article discusses arguments derived from life course and social norms theory regarding the degree of internalization of age-related norms. The focus is on individual differences in terms of social class and gender. Using 2006 data from the European Social Survey, the article gathers empirical evidence on attitudes towards the timing of retirement in 14 Western European societies. A set of tobit models examines the determinants of retirement age norms for men and women. The results suggest that social class has a strong impact on retirement age norms. Moreover, the analysis reveals a complex pattern of gendered norms concerning the timing of retirement.

This article examines the labour market outcomes of immigrants in Spain, a country that has become a migration destination only since the end of the 1990s. Differentiating between first and second generation of immigrant descent, we compare the labour market involvement of the main ethnic groups with the majority group. One particular focus is to understand which minorities have been hit the hardest by the Great Recession. To this end, we use data from the European Union Labour Force Survey for the years 2008 and 2014, and more specifically the two ad-hoc modules on the labour market situation of migrants. Analysing men and women separately, we run a set of multivariate logistic regression models to control for compositional differences. In this way, we examine ethnic gaps not only in labour force participation but also in the degree of underutilisation of human capital, measured as workers’ level of over-education as well as the incidence of involuntary part-time employment. Our results show that while most origin groups do not show significantly lower employment participation than the majority group, the employment quality of immigrants in terms of involuntary part-time work and over-education is substantially worse, especially since the crisis.

This paper examines how volunteering varies over the life course. Based on three theoretical explanations (resources, interests, and role substitution), we analyze how changing family characteristics, employment status, and educational attainment affects individual volunteering behavior. Drawing on longitudinal data from the German Socio-Economie Panel (SOEP, 1985-2009), we compare estimates from between-effects and fixed-effects models. In this way, we discriminate between variation in volunteering frequency that is due to differences between social groups and changes over time, respectively. We find that volunteering behavior is relatively stable over the life course. Moreover, some of the differences that we observe between individuals are no longer statistically significant once we focus on within-person variation. This finding shows the importance of unobserved heterogeneity and selection into volunteerism, which has not been addressed systematically in previous work. Although life-course events have an impact on the frequency of volunteering, their influence is limited and largely constrained to events occurring in the family domain.

Despite its benefits for prolonging careers, participation in training is far lower among older employees (age 50+) than among younger employees. This study analyses gender differences in older employees’ training participation. To investigate the predictors of training intensity, we examine two forms of training: formal educational programmes and on-the-job training. The study draws on a novel data-set, the European Sustainable Workforce Survey, carried out in nine European countries in 2015 and 2016, analysing 2,517 older employees and their managers, spread over 228 organisations. We concentrate on the interplay between employees’ gender, managers’ gender and managers’ ageism in shaping older employees’ training participation. Our findings indicate comparable training participation of older men and women in both forms of training, yet older women more often pay for enrolment in educational programmes themselves. Also, predictors of training participation are different. In line with the tenet of ‘gendered ageism’, we find that managerial ageism primarily targets older women, excluding female employees from the training opportunities available to their comparable male colleagues. Finally, female managers are associated with higher training participation rates for older employees, but only for older men. This result supports ‘queen bee’ arguments and runs counter to ‘homophily’ arguments. Overall, the study demonstrates that workplace dynamics and managerial decisions contribute to the reproduction of traditional gender divides in the late career.

Research on social stratification and the transmission of inequality has largely disregarded the role of inter-vivos transfers to adult children. At the same time, the role of social class has been neglected in the literature on intergenerational transfers. In an attempt to link the two research strands, the article assesses the association between occupational social class and parental transfer behaviour. Estimation results from a tobit censored regression model on the basis of data from SHARE show substantial class differences in financial transfers. Existing theories on intergenerational transfers are largely unable to account for this finding. Even after income and wealth are controlled for, service-class parents transfer more resources to their adult children than do working-class parents. We explain the observed class effects in parental transfer behaviour by rethinking inter-vivos transfers as a means of status reproduction.

Previous research unequivocally shows that immigrants are less successful in the labour market than the native-born population. However, little is known about whether ethnic inequality persists after retirement. We use data on 16 Western European countries from the European Union Statistics on Income and Living Conditions (EU-SILC, 2004–2013) to provide the first comparative study of ethnic inequalities among the population aged 65 and older. We focus on the retirement income gap (RIG) between immigrants from non-European Union countries and relate its magnitude to country differences in welfare state arrangements. Ethnic inequality after retirement is substantial: after adjusting for key characteristics including age, education and occupational status, the average immigrant penalty across the 16 countries is 28 per cent for men and 29 per cent for women. Country-level regressions show that income gaps are smaller in countries where the pension system is more redistributive. We also find that easy access to long-term residence is associated with larger RIGs, at least for men. There is no clear evidence that immigrants’ access to social security programmes, welfare state transfers to working-age households or the strictness of employment protection legislation affect the size of the RIG.

La relación entre género y jubilación en España es paradójica. La tasade empleo femenino entre los 55 y 64 años es apenas más de la mitadque la de los varones, mientras que la edad media de jubilación esmucho más alta entre las mujeres. Este estudio usa el análisis de lahistoria de acontecimientos para determinar si esa sorprendentediferencia de género se debe a efectos composicionales o de selección.Los datos proceden de un módulo especial de la Encuesta de laPoblación Activa (EPA) de 2006. Un innovador marco metodológicocontrasta los resultados de un modelo de supervivencia «naïf» con losde otro de tipo «duración-selección». Los resultados sugieren que lasmujeres se jubilan más tarde que los hombres sobre todo porqueeconómicamente no se pueden permitir retirarse antes.