The image of an over 50 professional retiring and starting to enjoy home life is unreal
If you’re over 50 or looking for your first internship and can’t find your place in the sun, it could be that age is the divide between you and your “yes” in the job market. Ageism is also known as ageism, ageism or “ageism”.
There are those who think that ageism is synonymous with prejudice against “elderly” or elderly people. But it is not. These are stereotypes, prejudices and discrimination aimed at people based on their age, whatever it is, and can be institutional, interpersonal or against themselves.
Institutional ageism is inherent in institutional laws, rules, customs, policies and practices that limit opportunities and disadvantage individuals on the basis of age. The interpersonal permeates the relationships between individuals. Finally, the internalization of age reflects negatively against oneself.
Prejudices that arise in the course of life
Over the course of a person’s life, this prejudice takes many forms: a young person may face situations such as ridicule, social isolation and not being taken seriously, while an older individual may be labeled unfit and have a date of deadline to stay in the institutional environment. With this we perceive a lack of interest, commitment and commitment of the young person, while with the elderly subject it is reflected in economic insecurity, social isolation, tendency to use against himself when he believes he is being negatively attributed.
The result is professionals who find themselves at an impasse as they approach 50, with no scope for career growth or reinvention. Encouraging the exchange of senior professionals with younger ones results in a loss of knowledge for companies and ignores the value of decades of experience.
Even mandatory retirement loses its meaning if you consider that professionals over 50 probably still have a few productive years ahead of them.
An unreal image of the 50+
The image of an over 50 professional who retires and starts enjoying home life is unrealistic: today a person at this age is full of vitality and has a lot to give to society, keeping it away from the job market or making it difficult to its movement and growth generate short- and long-term economic, social and mental impacts, i.e. aggravate health problems to the point that there is already a negative self-perception in relation to aging, which is naturally fraught with limitations and cognitive decline , generating higher health care expenditures.
The Fiocruz Center for Strategic Studies – Antonio Ivo de Carvalho has published a item in which he demonstrates that, due to the demographic transition, Brazil is facing a rapid process of population aging. According to the study, in 1950 the number of elderly people over 60 was 2.6 million, while in 2020 this number jumped to 29.9 million with the prospect of reaching 72.4 million in 2100, or 40 % of the total population of Brazil.
The World Health Organization – WHO published, in 2021, the World Report on Ageism, which is based on research and concepts defined by renowned scholars on the subject. It is aimed at policy makers, practitioners, researchers, development organisations, and members of the private sector and society
There are recommendations and strategies for coping with ageism based on evidence about its determinants and impacts. The focus of actions to reduce it are: (1) politics and law; (2) intergenerational contact interventions and (3) educational interventions.
A new reality that needs to be recognized
The labor market must adapt the working model to the new social reality in Brazil and in the world, especially after all the changes resulting from the Covid-19 pandemic, in which the working model has undergone profound technological and relational changes.
Age definitely cannot be required for employment, seal of competency or aptitude, nor vice versa.
Generational diversity in companies brings benefits, according to the American Association of Retired Persons – AARP, such as greater productivity, greater market opportunities, more innovation, greater corporate solidity, GDP growth, as well as being a predominant factor for financial health and survival.
As in any process of cultural change, generational diversity must be systematically and incessantly guided by top management in companies, adopting processes and technologies, especially dedicated to generational diversity and culture, aiming to reach all members of the organization and those who they deal with it in a specific way, in some way, directly or indirectly.
HeloÃsa Mascarenhas is a lawyer and legal manager with a generalist corporate career; PatrÃcia Punder is a lawyer and CEO of Punder Advogados.🇧🇷
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Source: Terra
Camila Luna is a writer at Gossipify, where she covers the latest movies and television series. With a passion for all things entertainment, Camila brings her unique perspective to her writing and offers readers an inside look at the industry. Camila is a graduate from the University of California, Los Angeles (UCLA) with a degree in English and is also a avid movie watcher.
