Brazil already has more than 54.8 million Brazilians who are over 50 years old, according to information on the Longevity website. According to the survey, every 21 seconds another Brazilian reaches the age of 50. So, the question is how can companies, especially small and medium-sized ones, benefit from this older workforce that is growing and gradually becoming more productive?
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Brazil has more than 28 million elderly people, that is, people over 60 years old, which represents a portion of 13% of the Brazilian population. The expectation is that this number will double in the coming decades, according to statisticians from the Brazilian Institute of Geography and Statistics (IBGE).
In 2043, 25% of the population will be over 60 years old, while the proportion of young people up to 14 years old will be 16.3%. That is, the “ageing index”, which is the relationship drawn between the percentage of elderly and young people, should grow from 43.19% in 2018 to 173.47% in 2060.
Two other factors that contribute to this situation are the Social Security Reform, which stretched the lives of Brazilians in the work, and also life expectancy, which has grown exponentially with the advancement of medicine, better social and food.
Brazil surpassed the mark of 12 million unemployed, and the group that suffers most from this are those over 50 years old. Unemployment numbers in this age group reached their highest level in 2020, since reaching 7% in 2012. Between 2019 and 2020, more than 400,000 Brazilians over 50 suffered from joblessness, according to IBGE data.
Although the unemployment figures represent a high rate, the lack of qualified labor will impact companies more and more every day, in all areas. As soon as the economy warms up, there will be a lack of qualified young people in the necessary quantity to occupy the vacancies that the market will need in all areas.
The population, in general, lives longer and it will be necessary for the labor market to get used to its staff with employees who are over 50 years old.
It is necessary to re-signify the work modalities for professionals +50. To facilitate and collaborate with increasing the employability of these professionals, new contract models should emerge, as well as independent work routines. These workers have a lot to give to companies in terms of knowledge and experience.
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