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Generation 50+ in firms Unemployment of 50+ Employment policies towards seniors Ageism

Generation 50+ in firms Unemployment of 50+ Employment policies towards seniors Ageism. Michaela Vojtková. Generation 50+ in firms: general characteristics. Generation 50+ in firms: general characteristics. A verage age of employees increases with the age of the company

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Generation 50+ in firms Unemployment of 50+ Employment policies towards seniors Ageism

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  1. Generation 50+ in firmsUnemployment of 50+Employment policies towards seniorsAgeism Michaela Vojtková

  2. Generation 50+ in firms: general characteristics

  3. Generation 50+ in firms: general characteristics • Average age of employees increases with the age of the company • BUT there exists ups downs caused by: • collective redundancies • introduction of new production technology • restructuring or introduction of new software • economic crisis • impact of economic crisis on the employment structure

  4. Does gender matters? • the ratio of men and women is also given by the nature of work performed • technical fields are dominated by men • sales of products are the domain of women

  5. Change the job or not that´s the question… • SPECIALIZATION • the more specialised occupation and the higher demands associated with it, the fewer people in these positions change their jobs • EDUCATION • The higher the education, the lower the personnel turnover • AGE • the older generation is referred to as more stable at work and changing their jobs less frequently than the younger workers

  6. Unemployment and 50+

  7. Unemployment and 50+ • people aged 50-54 with lower then secondary education are perceived as the most vulnerable • If an economically active person aged 60 plus loses their job, they choose to retire rather than become unemployed • The 50+ generation sees unemployment as a threat and they often choose to retire early, especially women.

  8. Generation 50+ is not interested in further work and would rather go into early retirement

  9. Specific tools to promote 50+ employment zaměstnanost - employment

  10. The active employment policy of today • the support is rather directed to the unemployed in general not to support 50+ generation • it focuses on • establishing new jobs by providing contributions to employers and job-seekers/contributions towards employment taxes paid by the employer • state-funded retraining, counselling, and targeted programmes to address employment take place in Job Centres

  11. What HR manager suggests • Employers would welcome: • the state financial support for employment on workers at the age of 50 + • contributions to support the employment of 50+ workers and a reduction in income tax • training courses organised by Job Centres and custom-designed specifically for the 50+ generation

  12. What else? • HR suggested enactment of the bottom age over which employers would not be allowed to terminate the contract with a 50+ worker • A wide range of training programs for fresh 50+ workers not only for PC and languages skills • Promotion of media campaigns for public awareness • Cooperation at the local level in order to get communities involved • Support of private sector participation as well

  13. Ageism

  14. Ageism • HR do not confirm direct discrimination of the 50+ in the labour market but talk about its hidden forms • age discrimination in recruitment is predetermined by specific requirements

  15. Conclusions • Design specific tools to promote 50+ employment • Promote of media campaigns for public awareness • Initiate public debate about seniors on labour market

  16. Thank you for your attention vojtkova@respekt.cz

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