Aposentar-se ou continuar trabalhando? O que

International Istanbul Initiative on Ageing Listen, Learn, Inspire…. 2-4 October 2013 Istanbul - Turkey IFA – International Federation on Ageing AGEING IN THE BRAZILIAN ORGANISATION CONTEXT: How do managers deal with the ageing of the workforce? UNIVERSO - Salgado de Oliveira University Graduate Studies in Psychology – Niterói – Rio de Janeiro Dr. Lucia Helena França Talmo R. Canella Filho Cristiane P. Nalin Nanci Ekman Andreia R. Siqueira

Ageing Population: Consequences and challenges • Expanding elderly population: increased longevity and life expectancy • Threat to pension system sustainability • Older workers generating new labour market perspectives

IBGE (2008)

International Istanbul Initiative on Ageing

Ageing as a challenge for organisations To better understand the ageing process in organisations, it is necessary: • to analyze a series of psychosocial and economic characteristics of different occupational groups; • to compare them with the type and nature of their work, organisation, level of job satisfaction and working conditions; • to compare the varying life expectancies existent in the country, and the collective quality of life where the participants or target population live. International Istanbul Initiative on Ageing

The implications of continuity in employment of older workers and retirees • The continuity of older workers and retirees in Brazilian organisations requires changes in labor legislation (França, 2012); • The creation of more part-time jobs (Kim & Feldman, 2000; Ulrich & Brott, 2005);

• The organisations should offer lifelong learning projects (França & Stenpansky, 2005) to keep older workers updated and stimulating them to postpone retirement.


Existing prejudices regarding older workers • Palmore (1999) defined ageism as any prejudice or discrimination against, or in favor of, any age group; • Most developed countries are combatting discrimination. In Brazil, mandatory retirement in the public service still exists;

• Van Dalen, Henkens and Schippers (2010) argue that it is necessary to try to change these prejudices by first investigating the perception managers and employees have regarding ageing in the organisations. International Istanbul Initiative on Ageing

Purpose The purpose of this research was to investigate the perception of human resource managers of Brazilian organisations, regarding the ageing of its employees and the policies or measures already adopted, being adopted and ones that should be adopted to face this challenge.


Method • An exploratory, quantitative and descriptive survey • Participants - managers from 207 public & private organisations • Instrument – The questionnaire was based on previous studies undertaken by França (2004; 2009b); França & Vaughan (2008); França et al. (2009) and some questions adapted from the ASPA (Activating Senior Potential in Ageing Europe) questionnaire - a similar project was carried out in several European countries by Van Dalen, Henkens & Schippers (2009).


Results Sociodemographic data • Most of the managers were female (60%). • Age range from 26 to 76, Mean Age = 47yrs (SD = 8.73)

• The median (48,5yrs) was used as a cutting point of age groups. • The managers of up to 49 formed the younger group, and those of 50 or more were part of the older.


Results – Perception of workers’productivity


BR HR measures regarding ageing Measures that will not be adopted in the future

Measures that may be considered by companies in the future

Measures already considered by companies

Reduction of hierarchical status (84%)

Promoting internal job mobility (52%)

Opportunity of progression in the career (41%)

Extra leave (83%)

Ergonomic ones (51%)

Ergonomic measures (31%)

Part-time retirement (78.5%)

Age limit for insalubrious work (45%)

Decreased work load (72%)

Training for older employees (44%)

Reduction of working hours (70%) Early retirement schemes (70%)

Discussion • The significant results of this research show that the average age considered ideal for retirement was 60. There were differences by gender: female managers regard 59 as the ideal age for retirement, whereas male managers opt for 61. • The results of the evaluation of productivity of older and younger workers were similar to Van Dalen et al. (2010), which show that reliability, commitment and social skills prevail in older workers whereas physical and mental capacity and new technology skills prevail in younger workers.


Discussion • Brazilian HR measures are not similar to those in the study by Van Dalen et al. (2010), because European managers have already taken measures intended to accommodate older workers in the labor market as part-time work, gradual anticipation retirement and reduced workload, whereas in the Brazilian situation these measures will not be considered for implementation in the future.


Discussion • There are still clear contradictions in Brazil regarding ageing. An example: asked about age limit for working 40 hours or more, a large percentage of managers (64%) affirmed that workers should have their work-load reduced after 65yrs. Nevertheless this affirmation will not be considered as a future measure to be implemented by them!!! • The rapid increase of Brazilian life expectancy suggests the economic need of Government to facilitate the continuation of older workers in the market if they desire (ageism, lifelong learning, changing legislations, working environment/ergonomics in the workplace). International Istanbul Initiative on Ageing

Final considerations • This research stresses how imperative it is for managers to receive training and to have every opportunity for discussion with specialists on issues of ageing and its consequences in the organisational environment. • This training should address demographic changes, the role of managers in HR policies and proposals so that older workers remain satisfied and productive for longer in the market, and are respected for their choice. • The managers need to be sensitized about ageism and the importance of the organisations in preparing themselves for the career transition of their employees and for the replacement of ageing workers, as well as to stimulate workers of all ages to plan for their future. International Istanbul Initiative on Ageing

Acknowledgments • FAPERJ – Carlos Chagas Filho Foundation for Research Support of the State of Rio de Janeiro; • ABRAPP – Brazilian Association of Pension Fund; • ABRH – Brazilian Association of Human Resources; • FIEMG – Federation of Industries of State of Minas Gerais; • FIRJAN – Federation of Industries of State do Rio de Janeiro; • SESI – Social Service Industry in Pará.


Thank you!!! [email protected]