Age management is closely related to professional abilities and their maintaining trough advanced age. Thesis examines topic from point of view of corporations and its goal is to analyze and amend existing recommendations for implementation of the concept in Czech Republic. In order to achieve this goal, companies that engage in Age management implementation were addressed. Interviews were conducted in HR departments of three major corporations. This revealed that the concept is not widely used in Czech Republic at this time. There are no complex strategies and age management is being applied sporadically. There is a great effort to maintain good health of employees but it was also found out that awareness rising is insufficient. Testing using a method of Work Ability Index is being implemented and strategic application of the concept is being prepared.

The focus of this thesis is to examine perceptions held towards older workers across industries. The perceptions of Human Resource personnel and hiring managers recruiting for Information Technologist were compared to the perceptions of Human Resource personnel and hiring managers recruiting for various other positions.

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Equality: Age and gender Abstract Diploma thesis addresses age and gender inequalities in Czechia, Denmark, France and Poland, based on Special Eurobarometer 437 and Special Eurobarometer 465. It introduces basic terms connected with inequality in society as well as terms related to gender and age discrimination. The analytical part is focused on different perceptions of age and gender inequality by respondents from four selected countries. The questions are also analysed on base on the respondent's gender and their age group, either 25-34, or 55-64 years. The conclusion of the conducted survey data analysis is, that society in Czechia and Poland inclines towards gender-based prejudices and stereotypes more, than society in Denmark and France, which may be a consequence of stronger emphasis on gender equality in Western European countries. Age discrimination is more often noticed by Czech and French respondents, but it is clear, that respondents from all four countries perceive ageism as very serious and do not see adopted anti- discrimination measures as sufficient. Key words: discrimination, inequality, stereotypes, ageing, ageism, age discrimination, gender discrimination, Czechia, Denmark, France, Poland

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2017-10-06T12:49:33Z No. of bitstreams: 1 Juçara Pereira da Costa Neves.pdf: 1847952 bytes, checksum: d72563f886f832d014805a6283b78144 (MD5) / Made available in DSpace on 2017-10-06T12:49:33Z (GMT). No. of bitstreams: 1 Juçara Pereira da Costa Neves.pdf: 1847952 bytes, checksum: d72563f886f832d014805a6283b78144 (MD5) Previous issue date: 2017-09-21 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / This research addresses issues related to prejudice and discrimination of people aged 40 or over in the work context and the challenges faced by these individuals at the time and a possible professional relocation at that stage of human life. For this, a bibliographical research was conducted on issues related to human aging, global longevity and longevity in Brazil, organizational diversity, people management, work, labor market, individual, social psychology and ethics. A quantitative-descriptive research was also performed with data obtained through an online questionnaire, answered by 56 professionals aged 40 years or over. First, the statistical analysis was based on the presentation and description of the frequency diagrams corresponding to the data collected for the various questions formulated. As a complementary study, the chi-square test of independence was applied in order to verify the existence or not of association between certain variables. The data revealed that professionals aged 40 and over perceived the existence of prejudice and age discrimination in the work context, as well as several challenges faced during the professional relocation process after 40 years of age. This research aims to contribute to discussions and new studies focused on this topic. In addition, this study aims to assist professionals in the area of social Psychology, human resources and/or people management, promoting information and reflection on the subject, in order to work for social inclusion in companies of people with that age group / Esta pesquisa aborda questões relacionadas ao preconceito e discriminação de pessoas com 40 ou mais anos de idade no contexto de trabalho e os desafios enfrentados por esses indivíduos no momento e uma possível recolocação profissional nessa fase da vida do ser humano. Para isso, realizou-se uma pesquisa bibliográfica sobre questões ligadas ao envelhecimento humano, à longevidade global e longevidade no Brasil, à diversidade organizacional, à gestão de pessoas, ao trabalho, mercado de trabalho, indivíduo, psicologia social e ética. Foi realizada também uma pesquisa quantitativa-descritiva com dados obtidos através de questionário on-line, respondido por 56 profissionais com 40 ou mais anos de idade. Primeiramente, a análise estatística baseou-se na apresentação e descrição dos diagramas de frequências correspondentes aos dados coletados para as várias questões formuladas. Como estudo complementar, aplicou-se o Teste Qui-Quadrado de independência com o objetivo de se verificar a existência ou não de associação entre determinadas variáveis. Os dados revelaram que os profissionais de 40 ou mais anos de idade percebem a existência de preconceito e discriminação etária no contexto de trabalho, assim como vários desafios enfrentados durante o processo de recolocação profissional após os 40 anos de idade. A pesquisa em questão pretende contribuir para discussões e novos estudos voltados para este tema. Além disso, este estudo pretende auxiliar os profissionais da área de psicologia social, recursos humanos e/ou gestão de pessoas, promovendo informação e reflexão sobre o tema, com o intuito de trabalharem a inclusão social nas empresas de pessoas com a referida faixa etária

This diploma thesis summarises current approaches to age management, or human resources management taking in account the age and skills of employees in the Czech Republic. The theoretical part of this paper deals with the background of this concept, describes the present demographical development, its consequences in the labour field, and the problem of aging population which is visible in the need to adapt applied management strategies in organisations to this trend. There are mentioned several programmes, thoughts, and legislative measures on which the newest concepts and strategic plans in Europe and the Czech Republic are based. The empirical part of the thesis focuses on a specific level of organisations, and consists of two surveys. The first one is a comparative case study for which data were collected in two organisations which have recently implemented measures stemming from age management strategies. These measures are then specified and confronted with the statements of the employees who, in semi-structured interviews with the author, talked about the changes that were put into practice under the concept of age management, and about the discrimination of persons over 50 years of age on the labour market. The second survey was carried out by a questionnaire distributed online to...

Against the background of the global demographic shift towards an aging workforce and its impacts on the labour market and the economy in industrialized societies, this dissertation pinpoints six salient challenges for future litigation and policy-making in the area of labour and employment discrimination law. These include the global tendency towards abolishing mandatory retirement and increasing the eligibility age for pension benefits; legislative age-based distinctions; cost as a justification for age discrimination; performance appraisals of senior workers; and the duty to accommodate senior workers. At the core of each challenge lies a normative question regarding our conception of senior workers’ right to age equality, its importance and relative weight compared with other rights and interests. The aim of this dissertation is therefore to critically review the current understanding of this right and its moral and economic underpinning. Most notably, the dissertation contends that the prevailing conception of equality assessment (the Complete Lives Approach to equality), according to which equality should be assessed based on a comparison of the total share of resources obtained by individuals over a lifetime, has substantial implications for age discrimination discourse. As it uncovers the numerous difficulties with the complete lives approach, the dissertation develops an alternative: the Dignified Lives Approach to equality, according to which an individual should be treated with equal concern and respect, at any particular time and regardless of any comparison. The dissertation then articulates five essential principles founded in Dworkin’s notion of equal concern and respect: the principle of individual assessment, the principle of equal influence, the principle of sufficiency, the principle of social inclusion, and the principle of autonomy. When one of these principles is not respected at any particular time, a wrong is done, and the right to equality is violated. Next, the dissertation elucidates when and why unequal treatment of senior workers based on age does not respect each of these five principles and therefore constitutes unjust age discrimination. It demonstrates that senior workers’ right to age equality is a fundamental human right. Finally, it examines the above-mentioned challenges through the lens of the new Dignified Lives approach.

Against the background of the global demographic shift towards an aging workforce and its impacts on the labour market and the economy in industrialized societies, this dissertation pinpoints six salient challenges for future litigation and policy-making in the area of labour and employment discrimination law. These include the global tendency towards abolishing mandatory retirement and increasing the eligibility age for pension benefits; legislative age-based distinctions; cost as a justification for age discrimination; performance appraisals of senior workers; and the duty to accommodate senior workers. At the core of each challenge lies a normative question regarding our conception of senior workers’ right to age equality, its importance and relative weight compared with other rights and interests. The aim of this dissertation is therefore to critically review the current understanding of this right and its moral and economic underpinning. Most notably, the dissertation contends that the prevailing conception of equality assessment (the Complete Lives Approach to equality), according to which equality should be assessed based on a comparison of the total share of resources obtained by individuals over a lifetime, has substantial implications for age discrimination discourse. As it uncovers the numerous difficulties with the complete lives approach, the dissertation develops an alternative: the Dignified Lives Approach to equality, according to which an individual should be treated with equal concern and respect, at any particular time and regardless of any comparison. The dissertation then articulates five essential principles founded in Dworkin’s notion of equal concern and respect: the principle of individual assessment, the principle of equal influence, the principle of sufficiency, the principle of social inclusion, and the principle of autonomy. When one of these principles is not respected at any particular time, a wrong is done, and the right to equality is violated. Next, the dissertation elucidates when and why unequal treatment of senior workers based on age does not respect each of these five principles and therefore constitutes unjust age discrimination. It demonstrates that senior workers’ right to age equality is a fundamental human right. Finally, it examines the above-mentioned challenges through the lens of the new Dignified Lives approach.

The diploma thesis deals with a population aging and the issue of employment of older people in the Czech Republic. Most developed countries, including the Czech Republic face to the aging of the population. This unfavourable demographic progress leads to social and economic problems. Employment of older people is more and more important. The aim of this work is to assess the employment of older workers in the Czech Republic, to outline its expected development with using forecasts of the Czech Statistical Office and propose possible measures that would contribute to its increase. The results of the analysis show that the population in the Czech Republic is rapidly aging and according to the forecasts it will further continue in future. The possible solution could be to apply principles of the age management. These measures should help to increase the employment rate of older people. There are measures relating to the education, working conditions, flexible employment as well as safety and health care at work. According to the measurement results LEA, interest in the problems of elderly people and their position in the labor market has recently increased and the concept of the age management has became familiar in companies, but still it is not sufficient part of the HR strategies within an organization.

The underlying assumption of this thesis was that different subgroups of older adults have different motivations for seeking employment.