A survey conducted in 2021 indicated Affirmative vacancies that 70% of people over 40 have already suffered some type of prejudice in organizational spaces; and 78.5% of those interviewed perceive that companies do not give the same opportunities to young people and professionals over forty.
All of this goes against the reality of our country.
The Brazilian population is aging
The 2022 Demographic Census data has not yet Affirmative vacancies been fully released, but the first figures already indicate an aging of the Brazilian population. And this is likely to increase in the coming years.
.And this is expected to happen, according to IBGE estimates, throughout Brazil by 2060. Therefore, the question that remains is: how will we deal with ageism from now on?
The job market is still discarding the knowledge and experience of professionals over 40, and this prejudice comes from the mistaken idea that more mature people are unable to innovate and are less willing to work.
As time went by and the population aged, this became even more evident. For those over 50, the unemployment rate went from 2.7% at the end of 2012 to 7.2% in 2020.
Dealing with ageism in everyday life
Ageism is the word used to describe actions that discriminate against people because of their age. Prejudice, in this case, is directly related to Affirmative vacancies issues such as the ability to make decisions, perform daily tasks and practice certain professions.
The World Health Organization, WHO, reports that one in two people worldwide have experienced discrimination based on their age. Although the term ageism is commonly used as a synonym for prejudice against “older” people, exclusion can also occur with young people and children.
AGEISM IN THE WORKPLACE
Ageism is the term used to describe discriminatory actions based on a person’s age, as we mentioned earlier. You may not have experienced his blog covers topics such as: this yet, but prejudice is more common than you might think: women start to be excluded from the job market when they reach 37 years of age; men, when they reach forty.
Even though several companies are opening their doors to diversity and inclusion, many still do not seem to evaluate, in a broader way, the age of their employees, leaving out more mature talents.
AGE RELATED COMMENTS
It has become common in the corporate environment for people to make comments to lighten the mood. Therefore, it is important Affirmative vacancies to guide adaptation to standards and regulations leaders and subordinates about statements that may cause discomfort or annoyance related to the age of colleagues, since there is a fine line between what is a joke and what becomes prejudice or offense.
PEOPLE OVER 40 ARE NOT PROMOTED
Failing to promote a professional Affirmative vacancies because of their age is also considered ageism, after all, age cannot be used as a measure of productivity australia database directory or engagement. Furthermore, there are companies that fail to assign more challenging tasks to people over 40, blocking the learning and development of a talent that could yield great results.
EARLY RETIREMENT
Many organizations still offer irresistible benefits packages for some employees to leave the company early, which ends up causing a series of concerns for the people chosen, especially when this movement is not accompanied by a process of guidance and support.
In Brazil, compulsory retirement is not illegal for those over 75 years of age, or for those who have proven physical or mental unfitness to perform their duties.
HIRING YOUNGER PEOPLE IS THE STANDARD
We can see that most companies still adopt the standard attitude of looking for and hiring younger professionals. Even with so many transformations in the job market. Precisely because of the prejudices we mentioned earlier.
DISMISSAL OVER 40 YEARS OF AGE
When a company fires a professional over 40 years old claiming that his position no longer makes sense. The company and then hires a younger one for the same role. We are dealing with a case of ageism — especially if the thinking behind this action is that the worker, due to his age, could not learn to deal with recent processes or tools.
“SUPERQUALIFICATION”
During a selection process, it is not uncommon to find companies. That eliminate candidates claiming that they are “overqualified” for the position. This is undoubtedly also a sign that the organization has created a stereotype and is discriminating against potential talents based on an argument that seems logical, but is quite weak.
For Wilma, this would be just a “true excuse”: “we need to understand what a super-qualified person is. Do they have more technical knowledge? More experience? This justification goes against the idea of a company wanting to build a more diverse and productive team. And it is up to HR to overcome unconscious biases and transform the mental and cultural model of organizations so that super-qualified people. Receive opportunities and challenges to make a difference, regardless of age.”
Why do we talk little about age discrimination?
Much of the age discrimination in the job market goes unreported. So measuring the extent of the prejudice becomes a very complicated task. However, companies can take action by raising awareness about the issue, discussing it openly and establishing programs.