Having seniors in the job market seemed unfeasible in the recent past. But hiring veterans is a reality in companies that bet on diversity. Older employees in the workplace
The reintegration of seniors into the corporate environment is the theme of this article, dedicated to honoring people over 50 on the Elderly Day, celebrated on October 1st.
Find out about the situation in the job market, what are the advantages of hiring seniors and how to include the most experienced professionals in organizations.
The elderly and the labor market
The agenda for the elderly in the labor market is current, due to the growth of this public. According to the IBGE, in 2019, Brazil had more than 29 million elderly people. This number is projected to exceed 73 million by 2060. But when does a person become “elderly”?
The World Health Organization (WHO) divides the elderly into three categories:
- the pre-elderly (between 55 and 64 years old);
- young elderly (between 65 and 79 years old)*;
- the elderly at an advanced age (aged 80 and over).
* In Asia, young seniors are aged between 60 and 69 years.
In this sense, a person can be considered elderly from the age of 60, regardless of physiological aging, the ability to interact or be socially and intellectually active. Older employees in the workplace
Therefore, it is not the physical, social or intellectual condition that defines a veteran, but the date of birth recorded on their RG. In this way, it is easier to understand why the labor market is absorbing so many people of the so-called “third age”. As they prove that job skills continue to rise, regardless of the reasons why they are back in the market.
It is also important to highlight the reasons for reinsertion in companies. In general, the elderly go back to work due to anxiety, that is, because they are not able to “stand still” after retirement. The desire for a hectic routine or the satisfaction of feeling useful are other reasons for resuming. In addition, there is still a need to supplement the income.
Whatever the reason for returning after 60 years of age, it is important to know that professionals in this age group have a lot to accomplish. And they can contribute to the growth of companies.
The scenario of elderly people in the labor market and future projection
The Continuous National Household Sample Survey (PNAD), prepared by the IBGE, points out that the elderly are the group with the lowest market share. But that percentage is increasing.
In 2012, the percentage of active elderly people was 5.9%. In 2018, the index increased to 7.2%, according to the IBGE, which represents 7.5 million elderly people working as a workforce.
On the other hand, the same study shows that unemployment among the elderly has increased significantly, from 40.3% in 2018, against 18.5% recorded in 2013. Often, these numbers reflect prejudice against elderly people, as we will see throughout the article. Older employees in the workplace
Furthermore, 27% worked in the formal market and 45% were self-employed as entrepreneurs. 17% of these workers were in commerce, 15% in agriculture and 10% in the service sector, mainly in the areas of education and health.
IBGE data prove that people over 60 are able to perform their duties with responsibility and quality. Not bad for an audience that should represent 25.5% of the Brazilian population by 2060.
Prejudice against elderly people in the labor market
A survey conducted by Info jobs with over 4,588 professionals identified the difficulties for mature people. For 61% of respondents over 40, finding companies that hire seniors is the main challenge. For 78%, the labor market is unequal and does not offer the same opportunities. And age prejudice in selection processes was cited by 70.4% of respondents.
In general, misinformation is one of the causes of prejudice. Although the age factor is associated with experience and wisdom, in today’s society, “old” is synonymous with a fragile person without autonomy.
In the corporate environment, the Human Resources area is responsible for combating age or any type of prejudice. This paradigm shift must be promoted with educational activities in a respectful environment.
Furthermore, employees must be guided and trained to live with senior professionals. Only then will they understand that a plural environment, with different profiles, ages and behaviors can be beneficial to everyone. Older employees in the workplace
Ensuring the employability of older workers brings advantages that only maturity can offer.
Advantages for companies
Betting on diversity, including age , is a commitment that companies must assume.
Companies committed to society are well regarded. Genuine social responsibility has a lot of value, especially when it is not only intended to comply with quota legislation and policies.
In this sense, companies that maintain inclusion programs for the elderly strengthen employer branding.
professional and life experience
In addition to professional experience, organizations betting on older employees receive life experience. Which means dealing well with situations where maturity and security count. Elderly people have often worked in different areas for years, which gives them a lot of learning.
Commitment and availability
In general, professionals over 50 years of age have greater availability of time and schedule. Many have already raised their children and do not have extra commitments such as school meetings or pediatric appointments. Also, they do not require maternity or marriage leave. After all, everyone has gone through this phase.
Another characteristic of the elderly is dedication, commitment and valuing the opportunity. These values are strong points in the so-called baby boomer generation , represented by those born between 1945 and 1960.
Tips for hiring and integrating seniors into the company
Given the benefits, inserting seniors into the labor market is an interesting management strategy for companies that support diversity . Now, we will mention tips for hiring and integrating this audience. Follow up! Older employees in the workplace
Create inclusion programs
Inclusion policies should be a basic premise in organizations. But not all invest in this differential. Our suggestion is to implement programs for mature professionals. Preferably, describe the specifics of the hiring and the position.
Companies that maintain programs of this type are able to overcome peer rejection. Thus, employees will be educated to receive their elders with affection, a collaborative sense and respect.
Develop a specific onboarding process for seniors
It is during onboarding that the new employee gets to know the company, its departments, processes and co-workers. Therefore, there is no reason to exclude senior employees from this process.
Treat them like any new employee. The elderly must follow the same path as a younger professional. Thus, the 50+ employee will feel free to clarify their doubts and understand the workflow.
If necessary, include specific steps in veterans’ onboarding. Qualify to use software and programs, explain about tools for video calling and online meetings, also show how to use internal communication networks.
Understand that it is possible that the elderly need support to deal with new technologies. And everything is fine. The person is capable and will do it.
Provide adequate working conditions
As we said, the elderly professional should not be seen as someone limited to work. Rather, companies must show that they have business value like any other contributor. However, it is essential to take care of this professional’s well-being. Therefore, pay attention to the following factors: Older employees in the workplace
- adequate workload;
- compatible roles and activities ;
- access and movement in the work environment, always respecting the physical limitations imposed by age.