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What if you are 40-50, the profession is outdated, it is difficult to work? We go to the “figure”

The scale of the quiet drama that is being played out on the Russian labor market is still very few people realize. Unless high-end recruiters and analysts. But it’s directly, personally experienced by people in their forties who lose their jobs and find that finding a new one with the same income level has become some kind of unsolvable problem.

Age discrimination (ageism) does not flourish somewhere in the West that invented the word, but here in Russia. Many of those over forty are keenly aware that they are not needed in the economy. Or what will become unnecessary tomorrow. In fact, we are talking about tens of millions of potential unemployed.

What if you are 40-50, the profession is outdated, it is difficult to work? We go to the “figure”
But these people are at an age when their matured children still need financial support, and the condition of their aged parents already urgently requires it. Double responsibility and double oppression – in alarming times of the growing threat to remain without decent earnings.

It is created not only by the bias of employers who consider age-old employees to be inert and incapable of retraining. The threat is the rapid digitalization of the Russian economy. Drivers, clerks, ordinary accountants will soon be driven out of it; workers who do not know how to handle robotic machines; security guards and cashiers; all kinds of inspectors and inspectors; – The list of professions that will become irrelevant in the near future is quite large.

There are representatives of humanitarian professions in it, for example: translators from foreign languages ​​(not literary); news journalists working with routine information flows; line personnel managers and general managers; “Sold” on the phone.

All these people are replaced step by step by algorithms, video surveillance systems, neural networks, CRM systems and other hardware and software.

This is reminiscent of the disappearance, say, of the profession of stove-maker in Russia. Back in the nineties people were valued here who were able to lay down a new stove with good traction or repair an old one. Now there is no such need for households, and you will not find stove-makers in the afternoon with fire.

If today it seems to you that in your place you are such a “stove-maker”, then it does not seem to you. However, this is not a reason to panic, although the awareness of the irrelevance of your profession is a great, even huge stress, especially when you are over forty.

This is an occasion to take 10 deep breaths, crawl out onto the Internet and begin to plan your own transformation to meet the demands of a changing economy.

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Diagnostics of the moment: what ageism looks like in Russia
On this subject, you can dig up a lot of stories from the media of varying degrees of yellowness and gossip from friends, acquaintances, relatives. But in order to begin the transformation of ourselves, we need as accurate source data as possible. We must clearly understand how vulnerable our position in the labor market is. Therefore, we turn to science, which recently tested experimentally how exactly age discrimination in employment in Russia works.

Unfortunately, scientists respond to our request harshly and very convexly: the chances of young candidates to get a job are almost 2.5 times higher than those of age.

In 2019, the journal Economic Policy published the results of a study during which for the first time in Russia the “test by resume” method was used, which foreign science recognized as the most objective when measuring discrimination.

It works like this: scientists compose pairs of fictitious, almost identical resumes in which only the age of the candidates for the position differs, and send them out in response to real announcements. Researchers then measure employer responses.

Experts from the Higher School of Economics (Moscow) sent out a couple of resumes in response to 341 job postings in the capital. Jobs were posted on the well-known HeadHunter website. The age of the candidates in pairs of resumes was indicated as “29 years” and “48 years”.

According to the results of measurements of the reaction of employers, it turned out that the probability of receiving an invitation to an interview for a candidate at the age of 48 is 24-32%, and for a candidate at the age of 29 – 45-52%.

To get one positive response, the young candidate needed to respond to two or three announcements, and the age candidate – at least five. Among the vacancies that were answered by at least one candidate, in 25% of cases both candidates received an invitation to an interview, in 56.9% of cases they invited only a junior candidate, in 8.2% – only a senior one. Based on this, the authors of the experiment calculated that the net age discrimination rate was 48.7%.

Against the background of an increase in the retirement age and objective aging of the Russian population, this is generally tin what is it. Despite the demographics that cry out: “You don’t have as much workforce as youth as you are capricious”

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