Etarismo no mercado de trabalho brasileiro: uma análise exploratória
Data
2024-04-12
Autores
Grubba, Ana Claudia Muniz Furtado 
Orientadores
Ramos, Luiz Roberto
Tipo
Dissertação de mestrado
Título da Revista
ISSN da Revista
Título de Volume
Resumo
Objetivo: Explorar e investigar evidências da presença do etarismo no mercado de trabalho. Métodos: Foram utilizados dois métodos de pesquisa 1) Revisão de escopo: Adotou-se a estratégia População, Conceito e Contexto e a metodologia do Instituto Joanna Briggs. Esta revisão focou no etarismo relacionado a pessoas mais velhas no contexto profissional, avaliando ano de publicação, localização, idade, impacto do preconceito etário e a interseccionalidade do etarismo com o sexo feminino. 2) Pesquisa quantitativa: Levantou e analisou dados da Relação Anual de Informações Sociais para examinar a participação de trabalhadores nos setores público e privado do Brasil, com foco em diferentes faixas etárias e sexos nos anos de 2000, 2005, 2010, 2015 e 2020. Esta análise incluiu a avaliação de vínculos de trabalho em relação ao total da população em cada faixa etária e a participação relativa por sexo e faixa etária em cada ano estudado nos dois setores. Resultados: 1) Revisão de Escopo: A revisão de escopo identificou 3.029 estudos, dos quais 74 foram incluídos. A maioria dos estudos foi publicada após 2010. Os estudos que identificaram a idade da população mais velha, trouxeram um dado surpreendente, mostrando que 90% dos destes focaram em pessoas com menos de 60 anos. Em relação ao impacto que o etarismo acarreta a revisão mostrou que 27% dos estudos focaram no etarismo e igualdade de oportunidades, 20% nos efeitos do etarismo nas contratações, 19% na experiência do preconceito no trabalho, 12% nos impactos na saúde dos trabalhadores mais velhos, 11% na performance ou percepção de performance, e 11% na antecipação da aposentadoria devido ao etarismo. Ademais, 42% dos estudos examinaram interseccionalidade com outros preconceitos, principalmente idade e sexo feminino. 2) Pesquisa Quantitativa: O estudo analisou os dados do Instituto Brasileiro de Geografia e Estatística, revelando uma mudança demográfica substancial no Brasil, marcada pelo envelhecimento progressivo da população. O primeiro aspecto a ser destacado na pesquisa refere-se à maior concentração de vínculos empregatícios no setor público em comparação com o privado na população entre 40 e 60 anos, quando comparada com a população total estudada. A análise da intersecção entre etarismo e preconceito de sexo revelou disparidades na contratação entre homens e mulheres nos dois setores. Esta observação é particularmente relevante ao se considerar que os trabalhadores em ambos os mercados possuem alguma forma de estabilidade, sendo essa mais pronunciada no setor público. Apesar das leis no setor privado visando proteger os trabalhadores, a possibilidade de etarismo persistiu. Conclusão: Este estudo, ao revisar a literatura existente, destacou o impacto abrangente do etarismo, influenciando desde oportunidades de trabalho até decisões de aposentadoria precoce, especialmente a partir dos 40 anos. A pesquisa quantitativa revelou uma concentração maior de trabalhadores entre 40 e 60 anos no setor público, indicando maior estabilidade para esse grupo. A interseccionalidade entre etarismo e discriminação de sexo também foi evidenciada, com mulheres mais velhas enfrentando dupla marginalização no trabalho. Essas descobertas ressaltaram a necessidade urgente de abordagens mais inclusivas e igualitárias no ambiente de trabalho, reconhecendo a complexidade das dinâmicas entre idade e sexo.
Objective: To explore and investigate the presence of ageism in the labor market. Methods: Two research methods were employed: 1) Scoping Review: The Population, Concept, and Context strategy of the Joanna Briggs Institute methodology were adopted. This review focused on ageism related to older individuals in the professional context, assessing the year of publication, location, age, impact of age-related prejudice, and the intersectionality of ageism with female gender. 2) Quantitative Research: Data from the Annual List of Social Information was used to examine the participation of workers in the public and private sectors of Brazil, focusing on different age groups and genders in the years 2000, 2005, 2010, 2015, and 2020. This analysis included the evaluation of employment links and relative participation in the labor market, segmented by age and gender in both sectors. Results: 1) Scoping Review: The review identified 3,029 studies, of which 74 were included. Most studies were published after 2010. Studies that identified the age of the older population brought a surprising finding, showing that 90% of the studies focused on people under 60 years old. Regarding the impact of ageism, the review showed that 27% of the studies focused on ageism and equal opportunities, 20% on the effects of ageism on hiring, 19% on the experience of prejudice in the workplace, 12% on the impacts on the health of older workers, 11% on performance or perception of performance, and 11% on the anticipation of retirement due to ageism. Moreover, 42% of the studies examined intersectionality with other prejudices, mainly age and female gender. 2) Quantitative Research: The study analyzed data from the Brazilian Institute of Geography and Statistics, revealing a substantial demographic shift in Brazil marked by the progressive aging of the population. The first aspect highlighted in the research concerns the higher concentration of employment ties in the public sector compared to the private sector in the population between 40 and 60 years old when compared to the total population studied. The analysis of the intersection between ageism and gender prejudice revealed disparities in hiring between men and women in both sectors. This observation is particularly relevant when considering that workers in both markets have some form of stability, with this being more pronounced in the public sector. Despite laws in the private sector aiming to protect workers, the possibility of ageism persisted. Conclusion: This study, through a literature review, highlighted the comprehensive impact of ageism, influencing everything from job opportunities to early retirement decisions, especially from the age of forty. Quantitative research revealed a higher concentration of workers between 40 and 60 years old in the public sector, indicating greater stability for this group. The intersectionality between ageism and gender discrimination was also evidenced, with older women facing double marginalization in the workplace. These findings underscored the urgent need for more inclusive and equal approaches in the workplace, recognizing the complexity of dynamics between age and gender.
Objective: To explore and investigate the presence of ageism in the labor market. Methods: Two research methods were employed: 1) Scoping Review: The Population, Concept, and Context strategy of the Joanna Briggs Institute methodology were adopted. This review focused on ageism related to older individuals in the professional context, assessing the year of publication, location, age, impact of age-related prejudice, and the intersectionality of ageism with female gender. 2) Quantitative Research: Data from the Annual List of Social Information was used to examine the participation of workers in the public and private sectors of Brazil, focusing on different age groups and genders in the years 2000, 2005, 2010, 2015, and 2020. This analysis included the evaluation of employment links and relative participation in the labor market, segmented by age and gender in both sectors. Results: 1) Scoping Review: The review identified 3,029 studies, of which 74 were included. Most studies were published after 2010. Studies that identified the age of the older population brought a surprising finding, showing that 90% of the studies focused on people under 60 years old. Regarding the impact of ageism, the review showed that 27% of the studies focused on ageism and equal opportunities, 20% on the effects of ageism on hiring, 19% on the experience of prejudice in the workplace, 12% on the impacts on the health of older workers, 11% on performance or perception of performance, and 11% on the anticipation of retirement due to ageism. Moreover, 42% of the studies examined intersectionality with other prejudices, mainly age and female gender. 2) Quantitative Research: The study analyzed data from the Brazilian Institute of Geography and Statistics, revealing a substantial demographic shift in Brazil marked by the progressive aging of the population. The first aspect highlighted in the research concerns the higher concentration of employment ties in the public sector compared to the private sector in the population between 40 and 60 years old when compared to the total population studied. The analysis of the intersection between ageism and gender prejudice revealed disparities in hiring between men and women in both sectors. This observation is particularly relevant when considering that workers in both markets have some form of stability, with this being more pronounced in the public sector. Despite laws in the private sector aiming to protect workers, the possibility of ageism persisted. Conclusion: This study, through a literature review, highlighted the comprehensive impact of ageism, influencing everything from job opportunities to early retirement decisions, especially from the age of forty. Quantitative research revealed a higher concentration of workers between 40 and 60 years old in the public sector, indicating greater stability for this group. The intersectionality between ageism and gender discrimination was also evidenced, with older women facing double marginalization in the workplace. These findings underscored the urgent need for more inclusive and equal approaches in the workplace, recognizing the complexity of dynamics between age and gender.
Descrição
Citação
GRUBBA, Ana Claudia Muniz Furtado. Etarismo no mercado de trabalho brasileiro: uma análise exploratória. 2024. 112 f. Dissertação (Mestrado em Saúde Coletiva) - Escola Paulista de Medicina, Universidade Federal e São Paulo (UNIFESP). São Paulo, 2024.