This is a topic that deserves attention. Although many organizations prioritize hiring younger professionals, it is essential to understand the motivations behind this practice and the benefits that can be lost by neglecting more experienced professionals.
In this article, we will explore in detail the perceived advantages and disadvantages, as well as the motivations of companies and practical examples of different approaches.
✅ Before I go any further, I would like to state that I am not affiliated with any of the companies mentioned, nor am I being sponsored by them. The intention of this material is simply to clarify and assist the reader.
Many companies believe that more experienced professionals may find it difficult to learn new technologies or adapt to agile methodologies. 🤨
This perception, often based on stereotypes, ignores the fact that accumulated experience can make it easier to understand complex concepts and adopt new tools.
Senior professionals generally have higher salary expectations, reflecting their experience and track record of achievement.
For companies with tight budgets, this can be seen as a barrier.
However, hiring PJ’s can ease the contractor’s tax burden, which can be a great advantage.
NOTE: A “PJ” (legal entity contractor) is a worker hired as an independent contractor under their own company, managing their taxes and benefits. Unlike CLT (employment under Brazilian labor laws), PJs lack job security, benefits, and labor protections but have more flexibility and often higher earnings.
Companies that have predominantly young teams may fear that more experienced professionals will not integrate well into the organization’s environment or culture.
This fear, however, disregards the potential for cultural enrichment and the exchange of experiences between different generations.
Years of experience in different IT scenarios enable these professionals to anticipate problems, propose more effective solutions and act as true guides in times of crisis. 🚀
More experienced professionals tend to seek stability and long-term commitment, which reduces costs related to high turnover, such as recruitment and training.
Accumulated experience is invaluable for mentoring younger teams, promoting professional growth and strengthening the team as a whole.
Especially in startups and fast-paced companies, the priority can be to fill positions quickly with professionals who accept high-intensity challenges and long working hours.
Preconceived ideas about the learning curve and supposed “lack of energy” of older professionals still influence hiring decisions. 😐
Companies may fear that professionals with families or established commitments have less flexibility for training or relocation.
These tech giants recognize the value of experience and often hire senior professionals, taking advantage of their background to solve complex challenges.
Pay a visit and see for yourself.
IBM Brazil: https://www.ibm.com/br-pt
Oracle Brazil: https://www.oracle.com/br/
Organizations such as Accenture and Deloitte also value specialized knowledge and the leadership skills that come with age. 😎
In contrast, startups and smaller companies may prioritize younger professionals, believing that they bring “energy” and “innovation”.
A limited vision that doesn’t consider the balance between youth and experience… 🧐
Unfortunately, it’s also common for companies that have been established for longer to be a little more resistant when it comes to hiring for certain positions, and even to dismiss professionals after a certain age. 😕
If you believe you are facing discrimination based on ethnics, here are some actions that can help:
Highlight your achievements, technical skills and experiences that demonstrate your ability to adapt and continuously learn. Keep up to date with relevant certifications and courses.
Linkedin and Udemy offer various training courses at an affordable price.
Attend industry events, webinars and conferences to connect with professionals of different ages and companies that value age diversity.
Find out about your region’s labor laws relating to age discrimination. In Brazil, for example, ageism can be classified as discrimination and reported.
Search for organizations known for their inclusive culture, such as those mentioned in this article, and look for vacancies that value your expertise.
If you identify discriminatory practices in selection processes or in the workplace, document the events and consider reporting them to Human Resources.
Some believe they should seek legal support. However, I don’t recommend this, as contractors usually search for labor lawsuits, and if any are found in your name, the likelihood of you being hired tends to be zero.
NOTE: Labor lawsuits in Brazil can backfire because many employers avoid hiring individuals with a history of such lawsuits, fearing future legal risks, which can limit job opportunities.
Joining support groups or working with a career coach can help you overcome obstacles and renew your confidence.
If you realize that you need specialized help, consulting a psychologist can be interesting.
Use platforms such as Glassdoor, LinkedIn and specialized websites to identify companies that have inclusive policies and good reviews from more experienced professionals.
Organizations such as IBM, Oracle, Accenture and Deloitte often appear on lists of employers who value age diversity.
The Indeed can also be a good option.
There are consultancies that specialize in helping experienced professionals get back on the market, such as:
* Maturi: Focused on senior professionals, it is a platform that supports age and generational diversity strategies in organizations, offering training and opportunities for professionals 50+.
* Vagas Inclusivas: Promotes diversity in all its forms, including age, making it easier for professionals to enter the job market.
* Career Consultancies: Specialized coaches such as Prepara.me can help direct your search towards inclusive companies and the outplacement market.
* Comprehensive search: Search the internet for terms such as “inclusive vacancies”.
Events and online groups that promote age diversity can be great for finding opportunities and meeting companies that value experience.
Examples include meetups on inclusion in the job market and LinkedIn groups dedicated to senior professionals.
Universities and teaching platforms often have agreements with inclusive companies. Take advantage of these connections to stand out.
Ageism in the IT market is a problem that can cost organizations dearly.
Ignoring the value of experienced professionals means giving up stability, knowledge and leadership.
Companies that embrace age diversity build more balanced, innovative and resilient teams, reaping the rewards of true inclusion.
I hope that I have enlightened you, and hopefully motivated you to encourage yourself and make sure that you still have a lot to contribute! 💪🏻
After all, those who discriminate are the losers. 😉
🫵🏻 And how do you think we can promote age diversity in our sector? Share your opinion and help enrich this conversation!
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