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O envelhecimento da população é uma realidade que afeta a maioria dos países europeus, incluindo Portugal, e que levanta preocupações, não só no que toca à população geral, bem como também ao nível da falta de competências no mercado de trabalho. Este estudo aborda o fenómeno questão do envelhecimento demográfico, de forma a compreender as diversas experiências profissionais dos trabalhadores mais velhos, a perceção que estes têm das práticas de recursos humanos, e, por fim, perceber se há diferenças entre o género masculino e feminino naquilo que são as suas perceções da sua situação profissional. Através de uma abordagem qualitativa, foram realizadas entrevistas semiestruturadas a 10 trabalhadores com o objetivo de explorar as questões mencionadas. Os resultados revelaram que homens e mulheres experienciam as suas vivências profissionais de forma diferente. Os homens parecem valorizar questões relacionadas com o estatuto social e económico que a função lhes oferece, enquanto as mulheres mostram preferência pela valorização do seu contributo e da sua experiência. Os resultados não indicaram a prevalência de discriminação dos mais velhos, e sugerem uma desvalorização do grupo dos trabalhadores mais novos. Em relação ao preconceito de género no trabalho, as conceções divergiram: um grupo acredita que o género masculino e o feminino são percecionados de igual forma; e outro que admite diferença em prejuízo do género feminino. Os resultados revelaram ainda perceções positivas em relação às práticas de recursos humanos que as empresas lhes oferecerem, em termos de formações, adequação de postos de trabalho, oportunidades e recrutamento.
Population ageing is a reality in most European countries, including Portugal, and it raises concerns not only for the population in general but also regarding lack of competences in the labour market. This paper will focus on the demographic ageing phenomenon in order to understand the various professional experiences of older employees, their perception of human resource practices and finally to verify if there are gender differences in their perceptions of their professional situation. By opting for a qualitative approach, semi-structured interviews were conducted to 10 employees with the aim of focusing on the above-mentioned issues. The results have revealed that men and women experience their professional lives differently. Men seem to value issues related to the social and economic status of their position, whereas women show a preference for the appreciation of their input and experience. The prevalence of discrimination against older employees was not proven and the results suggest a devaluation of the group of younger employees. In terms of gender bias, conceptions were divided into two groups: one that believes both genders are equally perceived, and another one that admits the difference in prejudice against women. Furthermore the results have revealed a positive impression in terms of human resource practices offered by the companies, concerning training, suitability of positions, opportunities and recruitment.
Population ageing is a reality in most European countries, including Portugal, and it raises concerns not only for the population in general but also regarding lack of competences in the labour market. This paper will focus on the demographic ageing phenomenon in order to understand the various professional experiences of older employees, their perception of human resource practices and finally to verify if there are gender differences in their perceptions of their professional situation. By opting for a qualitative approach, semi-structured interviews were conducted to 10 employees with the aim of focusing on the above-mentioned issues. The results have revealed that men and women experience their professional lives differently. Men seem to value issues related to the social and economic status of their position, whereas women show a preference for the appreciation of their input and experience. The prevalence of discrimination against older employees was not proven and the results suggest a devaluation of the group of younger employees. In terms of gender bias, conceptions were divided into two groups: one that believes both genders are equally perceived, and another one that admits the difference in prejudice against women. Furthermore the results have revealed a positive impression in terms of human resource practices offered by the companies, concerning training, suitability of positions, opportunities and recruitment.
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Palavras-chave
Envelhecimento Trabalhadores mais velhos Ageism Práticas inclusivas Género Ageing Older employees Inclusive practices Gender