Envelhecimento humano e trabalho: contribuições para a gestão da diversidade

Abstract

The findings of an accelerated ageing in the Brazilian population in the last decades, considering the lack of preparation of society in general to meet the demands that arise from this demographic transformation, has turned this issue into a significant social problem. Due to the inversion of the demographic pyramid, society needs to adapt, as Brazil is no longer a country of young people. In 2019, the Social Welfare Reform was approved which requires the social insurance contribution for a longer period of time in order to earn the right to a pension. However, it is known that many people have difficulty in staying longer in the work market. Thus, the goal of this research is to analyze the management?s decisions regarding the older workers in the companies in the region of Serra Gaúcha (the hillside region in the state of Rio Grande do Sul). To that end, a research of exploratory approach with qualitative design was conducted, and the results were analyzed through content analysis according to Bardin. Three managers from three medium-sized companies in Serra Gaúcha were interviewed. As a result, it is important to highlight that three categories were considered, which are: The Intention as To The Policies of People Management; Differentials of The Older Workers; Challenges for The Diversity in The Organizations: Whose Responsibility is It When The Older Ones are Not Hired?. From the analysis of the managers who were interviewed, it was found that that they still observe the age factor in the curriculum of the candidates applying for a job. They mention that the older professionals show a greater commitment to the work and believe that they have distinct behavioral competences when compared to younger ones. On the other hand, they consider that the older ones show less physical strength, less technological familiarity and less adaptation to new techniques and demands. This way, it is possible to understand that the policies may be directed so that there is balance in terms of agility, creativity and modernity, which in general are attributes shown by younger people, while commitment, engagement and a feeling of belonging to the company where they work, which are values usually more present in the older ones. [resumo fornecido pelo autor]