Impacto do etarismo na gestão de recursos humanos: desafios e estratégias para a inclusão etária nas organizações

Abstract

Ageism, defined as discrimination based on age, represents a significant challenge for human resource management (HRM) in an organizational context increasingly focused on diversity and inclusion. This study, based on a narrative literature review, aims to analyze the impacts of ageism on people management and propose strategies to promote generational equality. The research applied rigorous inclusion and exclusion criteria for scientific articles, resulting in the analysis of six studies addressing the topic from different perspectives. The results indicate that ageism limits professional development opportunities for older workers, while also compromising innovation and team cohesion. Effective organizational strategies were identified, including inclusive policies, intergenerational mentoring programs, and unconscious bias training. The study concludes that valuing age diversity contributes to creating more inclusive organizational environments, fostering innovation, well-being, and productivity. Despite significant theoretical contributions, the absence of empirical data underscores the need for future studies to examine how inclusive management practices directly impact organizational performance. This study highlights the importance of generational diversity as a strategic differentiator for organizations aiming to enhance competitiveness and sustainability in increasingly dynamic markets.