Study by Robert Half and Labora reveal that companies are looking for ways to integrate 50+ talents
Robert Half e Labora released a survey on diversity and ageism in the corporate world. The research “Ageism and inclusion of generational diversity in organizations” showed that 48% of companies have programs related to generational diversity.
However, around 70% of organizations hired very little or no professionals over 50 years old, a contingent representing just 5% of hires in the last two years.
Despite discouraging data, the study shows that approximately 10% of companies are investing in training dedicated to generational diversity for their recruitment teams, seeking to reverse this situation.
“It can be seen that, step by step, organizations are beginning to prepare to integrate 50+ professionals as a source of talent. At the moment, what we are witnessing is a movement of awareness and cautious search for the best alternatives on how to do it” , observes Fernando Mantovani, general director of Robert Half for South America.
The research addresses how companies treat professionals of different ages in their selection processes and how they promote their development, in addition to shedding light on how companies can immediately improve their practices and qualify for the job market of the future.
“To face a problem, it is first necessary to recognize it. This unprecedented initiative, as it aligns two partners with complementary perspectives on human resources and ageism in organizations”, highlights Srgio Serapio, founder and CEO of Labora.
Awareness
Among companies that are taking the first steps on their awareness journey, three initiatives stand out as starting points: specific training for leaders, lectures and comprehensive awareness programs for all employees.
The research also highlighted a high level of ignorance about the extent to which corporate cultures have ageism incorporated into their processes. An example of this is that 52% of respondents say that “professionals of all ages can participate in selection processes”. The “optimistic” tone indicates, however, the absence of special care for the inclusion of talents over 50 years old.
Furthermore, approximately 80% of organizations have not yet established metrics to evaluate the success of their inclusion initiatives. On the other hand, around a third of them claim to be in the development phase, starting to design and implement the indicators.
This trend signals a positive movement in incorporating the topic into people management processes. But when analyzing large companies, only 2 in 10 have a generational diversity pillar in their Diversity, Equity and Inclusion (DEI) strategies.
If more than 28% of respondents indicate that they have affirmative programs for other minority groups, only 13% report having implemented programs with affirmative vacancies for senior talents. Even in these cases, the initiatives appear to be in development, as half of the companies consider that the programs still present challenges in relation to results.
Anti-ageism manuals and policies
An anti-ageism manual is a powerful tool in building an inclusive, respectful and diverse culture. According to the survey, more than 52% of organizations consider that the topic needs to be disseminated internally. Furthermore, 3 in 10 companies said that, although they do not yet have an anti-ageism communication policy, they are already considering having one or are developing one.
“The numbers speak for themselves: we have a long way to go until the issue of intergenerationality and the inclusion of 50+ professionals become more widespread practices. But I’m optimistic, we work with leaders who inspire me by being open to integrating the senior power in their companies, especially because they understand that this is a trend for the future of work”, adds Serapio.
