Young and Aged Employees in the Russian Labour Market: Confrontation or Complementarity?
Keywords:intergenerational conflicts, labour market, employment, generations, retired persons, professional training, retraining, active ageing, young employees, ageing employees
This article presents an analysis of research results on two categories of workers and job candidates - the youngest (under 25 years old) and the oldest (retired and pre-retirement). These age group cohorts are under the greatest pressure in the Russian labour market: the greatest difficulties in getting a job, age discrimination, etc. Paradoxically, these groups show not a difference but rather a similarity in their value orientations. They often experience latent and obvious discrimination from HR managers. As a result, in many respects these groups tend to have similar views about the labour market and their "life chances" to build a career and maintain income stability. The younger and older age groups are ready to interact with each other, but stereotypes about old age (prevalent in the country) make this process difficult. State policies that support certain age groups in the labour market often intensify intergenerational conflicts rather than hinder them. The Corona Virus pandemic has significantly affected the position of the youngest and oldest people in the labour market, putting them in a situation where they cannot apply for good jobs and have to accept any work.
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