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The 50+ generation has emerged as a strategic solution for companies increasingly struggling to attract and retain talent. Contrary to outdated stereotypes that linked this age group to retirement or difficulty adapting to new technologies, today’s professionals over 50 are actively seeking to continue contributing to the workforce.
Recent data highlights this trend. According to the 2024 Annual Social Information Report (RAIS), published by Brazil’s Ministry of Labor and Employment, individuals aged 40 to 59 accounted for the majority of new formal jobs in the private sector. Specifically, the 40–49 age group filled 491,400 positions, while those aged 50–59 secured 418,600 jobs.
Breaking Age-Related Biases
Mórris Litvak, Founder and CEO of Maturi, a platform specializing in inclusion of 50+ professionals, notes that common biases include assumptions that older workers cannot adapt to technology or innovation.
“Many companies still mistakenly believe that older employees cannot thrive in dynamic, innovative environments,” he says.
However, the reality is quite different: this generation is tech-savvy, engaged, and eager to contribute.
Professor Thais Zerbini, from the Department of Organizational and Work Psychology at FFCLRP/USP, adds that the myth that older professionals struggle to learn new skills is unfounded.
“Learning depends on goals and teaching strategies, which must be tailored for this age group,” Zerbini explains.
Experience Meets AI
Soft skills—or socio-emotional competencies—are another significant advantage of the 50+ workforce. Zerbini emphasizes that over the years, these professionals have honed empathy, tolerance, resilience, and teamwork skills. Integrating younger professionals with this experienced group fosters a collaborative, rather than competitive, work environment, enhancing knowledge transfer and innovation.
Placing 50+ professionals in leadership roles allows their experience to guide younger teams, creating a strategic advantage.
“We now work alongside AI and digital tools. What sets humans apart is critical thinking—linking past experience with new technologies. This is a key contribution the 50+ generation brings,” Zerbini notes.
Litvak highlights additional strengths:
“50+ professionals bring resilience, responsibility, emotional maturity, and life experience, contributing directly to more balanced and strategic decision-making.”
Intergenerational collaboration, when properly managed, can boost innovation, improve workplace climate, enhance talent retention, and strengthen employer branding.
Promoting Inclusion
To maximize the potential of the 50+ workforce, companies should review hiring processes to eliminate age bias, focusing instead on competencies, results, and continuous learning capacity. Leadership plays a critical role in this adaptation. Managers should receive training on age diversity, combating ageism, effective communication, and intergenerational integration practices to ensure successful inclusion.
By leveraging the experience and skills of the 50+ generation, organizations gain not only expertise but also a competitive edge in decision-making, innovation, and team development.
Source: Revista Conmax
