It is harder for mature workers to change jobs and develop professionally. Such is the opinion of not only 90 percent of professionals participating in a survey by Hays Poland, but also labor market experts. Individuals aged 50 and over, despite being distinguished by business maturity, high efficiency, and rich professional experience, are often overlooked or intentionally omitted in recruitment processes. This problem is still present, and changes to the negative perception of Silver workers are progressing too slowly.
Depending on the methodology, “Silvers” are individuals aged 50 or 55 and over who lead active lives – including professionally. They are professionals characterized by high psychological resilience, rich experience and resourcefulness. The socio-economic realities of their childhood and early youth had a significant influence on this. Additionally, as employees, they often demonstrate loyalty to the company, high commitment, and readiness for justifiable sacrifices for the greater common good.
MANY ADVANTAGES AND EVEN MORE BARRIERS
Despite their undeniable advantages, mature workers do not have it easy in the Polish job market. Finding an attractive job in an environment where “young, dynamic teams” are still cited as one of the advantages of employment in a given organization, and being apt at navigating the world of technology and the Internet is considered the exclusive domain of younger generations, can be a challenging task for those over fifty.
According to a survey conducted by Hays Poland on LinkedIn in late September and October among over 800 respondents, as many as 90 percent of professionals agree with the statement that it is more difficult for individuals aged 50+ in the labor market. Only 4 percent disagree, and an additional 6 percent of respondents were unable to give a definitive answer.
Do you think it is harder for workers aged 50+ in the labor market?
| 90% | Yes |
| 4% | No |
| 6% | Hard to say |
Source: Hays survey on LinkedIn, September-October 2024
“Indeed, it can be observed that individuals aged 50+ encounter difficulties in the labor market more often, especially when they want to find or change jobs. Numerous studies, but above all, the personal experiences of these individuals indicate that they are often unnoticed or overlooked by employers who are guided by prejudices or the belief that a ‘Silver’ will not find their place in a dynamic work environment. Such assumptions are not only hurtful to mature workers, but also deprive the organization of valuable skills and experience. We know very well that diverse teams achieve better results, yet not every company takes advantage of this potential” – comments Łukasz Grzeszczyk, Executive Director for the Central and Eastern Europe region at Hays.
Paradoxically, mature candidates often receive information from employers that they are too experienced or qualified for a given position. This leads to a situation where they cannot find employment either in a position identical to the one previously or currently held, or in positions with a smaller range of responsibilities.
PROFESSIONAL ACTIVITY IS INCREASING…
According to Eurostat data, the professional activity of Poles aged 55-64 is increasing. In 2019, 48.2 percent of people in this age group were employed in Poland, while in 2023 this percentage was already 58.1 percent. However, this is still below the European Union average, which is 63.9 percent.
One of the reasons for these changes can be negative demographic trends and an increasingly noticeable shortage of labor. People of retirement age and older are increasingly enjoying good health, are active and eager to continue their professional activity. This is a demographic group that employers will increasingly strive for in the future.
The increase in professional activity of individuals aged 50+ may also result from the increasing percentage of companies implementing diversity, equality, and inclusion (DE&I) policies. Their aim is to reduce all discrimination and promote decisions about employment or promotion based solely on a person’s competence. In Poland, Silvers are one of the groups that benefits the most from this trend.
“In Poland, the population of workers is shrinking and over time it will be harder to find a skilled professional. Therefore, organizations should now expand the range of potential candidates and apply an inclusive approach, instead of excluding excellent candidates just because they are over fifty” – emphasizes Łukasz Grzeszczyk.
…BUT THE CAREER DEVELOPMENT OF SILVERS IS STILL HINDERED
However, the situation still leaves much to be desired. According to the Hays survey, the biggest obstacles for Silvers are identified as prejudices and stereotypes, which accompany them in the labor market. This opinion is shared by as many as 80 percent of respondents. Another 10 percent, on the other hand, recognized that the biggest challenge for workers aged 50+ is the misunderstanding of their professional aspirations.
What is the biggest obstacle to the professional development of Silvers?
| 80% | Prejudices and stereotypes |
| 10% | Misunderstanding of their aspirations |
| 7% | Lack of support from the boss |
| 3% | Other |
Source: Hays survey on LinkedIn, September-October 2024
Employers and decision-makers in recruitment processes often unconsciously follow stereotypes or offensive beliefs about this group of workers, assuming that they will not fit into a team consisting of younger people, will not cope in a dynamic environment or struggle with the technological aspect. In the case of development in the current workplace, the obstacle may be the assumption that the mature worker does not have such aspirations, passively waiting to reach retirement age.
“During the recruitment process, employers should primarily focus on the competencies and predispositions of the candidate, and in the second instance, consider what such a person can bring to the organization. For example, individuals aged 50 and over are often available at this stage of life. In addition, experience is key when problems arise, allowing for greater independence and reliance on previous experiences and solutions that they have successfully implemented. Furthermore, Silvers can share knowledge and experiences, and even serve as mentors to younger colleagues” – notes Łukasz Grzeszczyk.
Every generation of workers has great advantages and only by combining them can effective, innovative teams be created. Companies should strive to build and develop intergenerational employee groups, as it is in the interest of all parties involved.
“We should constantly seek complements arising from generational diversity in teams. Fortunately, the days of ‘young, dynamic teams’ presented as the greatest advantage of working in a given organization are gradually becoming a thing of the past, thanks to both the growing awareness of companies and demographic trends” – emphasizes Łukasz Grzeszczyk.
Source: https://managerplus.pl/silversi-na-rynku-pracy-stereotypy-ktore-utrudniaja-rozwoj-zawodowy-94130
