It is estimated that by 2050 the world’s population over 60 years will exceed two billion people, about 20% of the estimated population before that date, and that in Europe one third will be over 65 years old. The old continent, the oldest of them all, should lose about 15% of its workforce in just over 25 years. Portugal will have one of the worst scenarios, according to Eurostat, which predicts that by 2070 it will have lost about 28% of its active population, i.e. there will be one million fewer Portuguese in the labor market.
With attention to the global situation, the WHO has made active and healthy aging a priority topic for this decade (2020-2030), a concern that is slowly starting to emerge among some major global companies. According to a European Commission study on the sector, employing people over 50 has a positive impact on the economy and can help the so-called “silver economyi.e. the amount people above this age group will spend on goods and services.
As the fourth most aged country in Europe, Portugal has many challenges ahead, not only to boost the silver economy, but also to promote active aging among the workforce. Companies such as Ageless Portugal, founded in 2021 by Mónica Póvoas, are committed to promoting and supporting behavioral change related to valuing the wisdom and experiences of people over 55, promoting their recruitment and inclusion, combating ageism or age discrimination (prejudice or discrimination based on age). “This is presented in various ways in the labor market, including not involving older people in selection processes, in processes of career acceleration or development, early retirement policies, devaluation of professionals who age in the organization,” explains Mónica. Povoas. “In organizations, those who create opportunities to attract and retain as well as develop new strategies open up retraining and further training will continue to rely on a workforce that is productive, motivated and able to contribute to business innovation,” he added.
“I cannot say that it is easier to find a job after 50, but I can guarantee that there will be more and more actions to raise awareness of the subject.”
Despite the fact that there are no studies showing that the hiring of people over the age of 50 is increasing, statistics give us some positive signs: according to the National Institute of Statistics, in 2011 the employment rate of the age group between 55 and 64 years was that is 40% and for the group over 65 only 5.9%.
Currently, in the third quarter of this year, the employment rate of 55 to 64 year olds stands at 66.5% and those over 65 at 9.3%. “We can really see that the number of active residents has increased exponentially within this age group, but that could be due to numerous variables,” says Mónica Póvoas. A study by Ageless Portugal conducted in 2021 shows that 66% of these people work alone because they have not yet reached the legal retirement age, 54.6% do not want a reduction in their pension and only 7.5% to be busy and stay productive .
Companies are looking for programs to integrate seniors
What is certain is that companies are increasingly aware of the need to strengthen their teams with older and more experienced professionals who are increasingly seen as an important asset. This year, Ageless Portugal launched the Age Friendly Merit Seal, the first accreditation of its kind in Portugal, to certify companies and ensure they comply with best practices related to the more experienced generations. There were numerous applications, with Axians Portugal being the first company to be certified. “This certification was another opportunity for us to validate that we are on the right track and to identify potential improvements as we build on that path,” said Magda Faria, responsible for Workplace and Employee Branding at Axians Portugal.
The company sees itself as an organization of people for people and that in terms of diversity and inclusion the most relevant value arises within a multitude of acquired experiences, contexts and skills. “An environment that encourages the healthy coexistence of different ages, genders, origins, education and beliefs is a formula for success for us,” explains Magda Faria. Axians Portugal does not have a specific program aimed at this audience, but it does have “a multitude of activities and opportunities, ultimately welcoming and developing a long career, always with the mentality of long-term learning and intergenerational mutual learning”, explains the responsible from.
“Companies are already starting to realize that the commitment of these generations is stronger, that they wear the shirt, with better results. We are finalizing various collaborations in that sense.”
“I cannot say that it is easier to find a job after 50 years, but I can guarantee that there are more and more actions to raise awareness of the subject, of the importance of retention, recruitment and requalification and that companies are much more aware that they will have to act quickly to stay competitive because of the global demographic change we are experiencing,” explains Mónica Póvoas. For example, in Brazil, companies such as Unilever, Vivo, Votorantin, and Gol are creating programs to hire workers over the age of 50. Unilever has developed a program known as Mister Intern aimed at the higher audience, who need not have professional experience.
Also in Portugal, there are companies that are committed to promoting and disseminating programs aimed at employing older workers and that work together for this purpose. dNovo is an association founded about a year ago by Semapa and Santander that aims to help qualified professionals over 50 to return to the labor market. “The problem of ageism is a challenge, but also an opportunity, since it is not economically sustainable to keep this part of the population inactive, since it is clear that we need the know-how of these people,” explains Vera Norte, from the Union.
dNovo’s methodology is based on three pillars: registration on the digital platform and where a mentor is then assigned to each professional. “We organize events, workshops, mentoring sessions – we have about 70 mentors – to bring professionals closer to the labor market. The companies that guide us recognize the problem and are looking for a solution. Many of them have already started processes to work on the employability cycle , others have already implemented plans for reverse mentorship and awareness of intergenerational sharing,” says Vera Norte. In addition to the founders, this association includes companies such as ANA Aeroportos, Banco Montepio, Egor, Bosh and Randstad. “We already have a return on employability of about 30%, in this first year of operation,” says the person in charge.
“The issue of ageism is a challenge, but also an opportunity, as it is not economically sustainable to keep this part of the population inactive.
The platform 55 Mais, founded about four years ago by Elena Durán, is also committed to bridging the gap between the over-55s and the labor market. With more than 2,800 registered specialists, it has already provided 28,000 hours of paid work to over-55s who sign up to provide services.
While not the focus until now, this year 55+ bridges the gap between available professionals and companies wanting their services on a more regular basis. André Moreira, responsible for managing partnerships, reveals that there are companies that are increasingly looking to the services of this platform to hire professionals or temporary workers directly or for long-term contractual relationships. “These companies are already starting to realize that the commitment of these generations is stronger, that they wear the shirt, with more results. We are finalizing several partnerships in that sense,” he reveals.
Source: DN
