The phenomenon of age racism is faced by the Generation X generation in the labour market, i.e. people in the age group 44-59, as they find that companies and employers prefer younger people to fill jobs. The phenomenon may not be intense in Cyprus, but it is an issue that is of great concern to Europe, mainly due to rapid technological changes – including the emergence of artificial intelligence – and particularly affects the Generation X generation (those born between 1965–1980).
In the article by the European Labour Authority of the department of the Directorate-General for Employment, published last week, on the subject "Age is just a number: support for older workers", it is characteristically stated: "You are about 50 years old and wondering if your best working days are over? EU countries are making efforts to keep older people in the workforce, showing that age should not be an obstacle to a long and fulfilling career." According to the content of the publication, "Europeans are living longer than ever. A few years ago, life expectancy in the EU was 81.5 years and the trend is upwards. This means that we are generally healthier and have more opportunities to live well and enjoy our years. Work remains an important element of our lives as we get older, but what can we expect as we become 'a certain age' worker?"
Growing up certainly brings wisdom, the Commission's study notes, but it also brings employment problems that we did not have when we were younger. Some examples are also recorded:
◗ invasion of new technologies that we are not trained in
◗ family responsibilities and inadequate support, which often leaves no choice but to stop working
◗ stereotypes about older workers as less productive and more likely to lose their jobs due to health problems
◗ lack of information on how to protect health in the workplace according to new needs.
Out of the old? No, several countries say
It is noted that countries across the EU are leading by example, making continuous efforts to keep older workers in work. Let's take a look at some good practices and how they help shape the future of inclusive employment, according to the European Labour Authority's text:
◗ Cyprus: The country faces the significant obstacle for older workers to stay in work, supporting their digital training. The Cyprus Productivity Centre implements the "Digital Skills for 55+" programme, which is provided free of charge to people aged 55 and over.
◗ Sweden: 77.3% of people aged 55–64 are in employment, a record rate compared to the EU average. How does the country motivate its citizens to stay in work for longer? First of all, it has introduced a flexible pension system, according to which the postponement of retirement allows the pension to be increased. Older workers are also protected by law and cannot be discriminated against on the basis of age.
◗ Greece: The Public Employment Service – a government organization that connects employers with employees – includes programs aimed at supporting older workers to reintegrate into the workforce. In addition, emphasis is placed on upskilling and reskilling. Such lifelong learning initiatives are open to all, but older workers are an important target group.
◗ Germany: Incentives encourage older workers to stay in work, focusing on improving work-life balance and designing age-appropriate work environments. Employers also receive grants from the government to hire people who are difficult to employ. Those over 50 are eligible to stay under this grant program for 36 months.
◗ Hungary: A special "job sharing" program connects an older worker nearing retirement with a younger one to share a job. This has a double benefit: it helps the older worker stay active while also allowing the younger one to learn on the job.
◗ Luxembourg: Older workers are encouraged to stay in the job while addressing their skills shortages while also addressing the broader issue of the country's dependence on foreign workers. In addition, the Recovery and Resilience Plan focuses on training jobseekers over 45 in digital skills and soft skills (e.g. communication) to improve their employability.
Specialization of people is necessary
According to the European Pillar of Social Rights Action Plan, by 2030 at least 78% of people aged 20-64 should be expected to work. This is good news. However, they bring to the fore another factor that we will have to take into account if we want to ensure that this statistic becomes a reality: the specialization of people. Currently, 80% of employers and almost 4 out of 5 small and medium-sized enterprises in the EU report difficulties in recruiting people with the right skills and qualifications to meet their requirements. This is not surprising: technological progress, the twin (green and digital) transitions and demographic shifts have widened existing skills gaps and will likely remain areas of concern.
It is stated in the Action Plan that the rise of artificial intelligence, for example, is a completely new phenomenon, which we are still facing. In addition, the EU is projected to lose 1 million workers every year by 2050, as the population ages: once the current workforce retires, who will replace it? "To address these challenges, the EU is introducing a new framework, the Skills Union, to improve the quality of education and training and promote lifelong learning. There is a strong emphasis on increasing the percentage of students in science, technology, engineering, and mathematics, and bridging the gender gaps and social inequality seen in these disciplines. The new plan will improve people's employment, address skills and labour shortages, increase business productivity and, ultimately, strengthen the EU's competitiveness," it said.
