從增能觀點探究臺灣高齡就業友善環境之研究

An Exploratory Study on Affable Environment for Elderly Employment in Taiwan from an Empowerment Perspective

隨著超高齡社會來臨，台灣於2019年公布「中高齡者及高齡者就業促進法」，並專章明定禁止年齡歧視。參酌過往關於年齡歧視與高齡就業之文獻與資料，雖對於探討高齡者就業的法規與職場歧視的態度，有較多資料與公部門數據；但從增能觀點看待高齡者友善就業環境之研究，卻較少著墨。故而，本研究從增能觀點探究臺灣高齡就業友善環境。以深度訪談為研究方法，從臺灣高齡者就業現況與需求、年齡歧視與對高齡者就業之影響、增能觀點對高齡者就業的支持等面向，獲致以下結論：首先，高齡者就業需求，包含經濟需求、社交需求、心理需求三部分，高齡工作者會因遭經濟意外、缺乏財務規畫、仍擔任家中經濟來源等因素，以及想多元規畫退休後閒暇時間，並藉由退而不休、發展生活重心，產生持續工作的需求。其次，年齡歧視在工作場域的影響，包含因年齡而被質疑的工作能力，以及表面友善但實際是歧視的職場氛圍；最後，從增能觀點探討對高齡就業支持部分，可藉由培訓課程，發展與增能高齡者再就業的新技能或能力，強化其面對新事物的問題解決能力，不僅可建立高齡工作者的職場信心與實質能力，也能翻轉社會對於年齡的刻板印象。

As part of its preparations for the upcoming super-aged society, Taiwan promulgated the Middle-aged and Elderly Employment Promotion Act in 2019, dedicating a chapter to explicitly prohibit age discrimination. There are lot of literature works and official data on the extensive age discrimination and elderly employment, highlighting regulations for elderly employment and discriminative workplace attitudes. However, the affable environment necessary for elderly employment from an empowerment perspective has not been sufficiently studied. Therefore, this study aims to examine the experience of and needs for elderly employment from an empowerment perspective while dealing with the issue of age discrimination. The study used in-depth interviews as the research method. The following conclusions were drawn in the context of the current employment situation, needs of elderly in Taiwan, effects of age discrimination on elderly employment, and support for elderly employment from the empowerment perspective. First, the employment needs of elderlies cover the economic, social, and psychological aspects. An elderly person opts to continue working because of the following reasons: breadwinner of the family, financial shocks, lack of financial planning, interest in a more diversified retirement life, and to find new purposes in life beyond the traditional retirement age. Second, the effects of age discrimination at the workplace are evident as the work capabilities of the elderly are questioned on the basis of their age, and the workplace environment is ostensibly friendly but essentially discriminatory. Third, support for elderly employment from the empowerment perspective is discussed. By developing and empowering the elderly with new skills or abilities for re-employment and strengthening their problem-solving abilities in the face of new things through training courses, it should be possible to build the confidence and considerable skills of the elderly workers at the workplace and flip the social stereotype about age.