The initiative abandons routine strategies for the design thinking methodology by designing tailor -made solutions. The focal point is the “Job Experience Day” event, which is to replace the outdated work fair, as well as help offices to lose the image of “last chance institution”.
The project team consciously reduced the age of the target group.
– We have determined that we are not talking about fifty -plus candidates, only for forty -five plus. The data confirms that it is from this age that the greatest risk of exclusion begins. This group accounts for about 45 percent. unemployed in the region and has a much longer way to find a new job – explains Agnieszka Operalska from the Heart and mind foundation – Wisdom of Generation, one of the project initiators.
– Persons 45+ can be treated by employers like seniors. It is a harmful stereotype that we have to get off – emphasizes Rafał Niewiadomski, director of the Poviat Labor Office in Wrocław.
Challenges tied back to the labor market
The statistics of the Wrocław Labor Office show the scale of the challenge.
– Most people registered with us are just 35–54, but from 45 years of age, problems finding work are clearly deepening – emphasizes Rafał Niewiadomski. They are often people with high qualifications and experience, but also with expectations. It is difficult for them to return to a similar position, and flexibility and disguise are a challenge for them.
New legal framework and the power of partnership
The initiative coincided with the entry into force of the new labor market Act, which significantly expands the mandate of offices. As Rafał Niewiadomski emphasizes, The new regulations enable formal partnerships with foundations and social organizationswhich is a milestone for offices that allow you to break the ossified image.
– The new law allows us to establish agreements with external institutions. Thanks to this, we can reach the candidates differently and show that The Labor Office is not just an office for registration and benefits, but a real partner supporting employment – says director Niewiadomski.
Workshops oriented for the needs of each page
Agnieszka Operhalska from the Heart and Mind Foundation – Wisdom of Generations, in cooperation with the Dignum Foundation, as well as the poviat and voivodship labor office, organized workshops that selected key problems.
– We led them in the Design Thinking formula, together with the office, employers and candidates. First, we mapped the challenges of offices, then the barriers of companies, and finally we looked at the real needs of 45+ people – says the co -author of the project.
The problem is complex and results from the challenges in all stakeholders.
Challenges of people 45+ on the labor market
A number of barriers have been selected from the next workshop sessions, affecting problems with finding a job after 45 years of age.
One of them is reluctance to retrained. People from this age group often have high qualifications and extensive experience, but in competitions that demand decreases or has already disappeared. At the same time, they show reluctance to change the industry and acquire new skills.
The challenge is also mentality candidates. It is also often a matter professional identity. This makes it difficult to accept another role on the labor market. Looking for a job also lacks awareness of your own universal competences that can be used in a new profession. – We hear “I was a director, so I will continue to be the director.” And sometimes it is better to be a great specialist than to cling to the position – explains Agnieszka Operhalska.
It also accompanies these attitudes lack of knowledge regarding current trends on the labor market or modern recruitment processes. After many years spent in one workplace, you simply get out of practice.
Fears of employers and challenges of employment offices
Even if employers are aware of the benefits of employing the elderly, but they are blocking their fear of risk associated with this. Entrepreneurs are afraid of employing older employees, including due to the pre -retirement period. – The interview or trial period does not always show a full picture. The employer feels that he is associated with a person whose competence cannot be assessed thoroughly. This conquers the reluctance to employ mature candidates – explains Agnieszka Operhalska.
The expert adds that among employers there is still a conviction that an older employee is less available and is more likely to be sick. Meanwhile, it is a group of the most loyal employees.
In turn, public institutions, acting in rigid legal frameworkhave a problem with flexibility and effective reaching entrepreneurs. Their offer often dies in an informative noise. It is also associated with an image problem and stereotypes circulating about offices. – That is why I want to show the other face of the office – not only administrative, but supporting, closer to business and the unemployed persons themselves – emphasizes Rafał Niewiadomski. – We really have tools today and the desire to change something.
Innovation requires the cooperation of all stakeholders
The result of a joint workshop is the project Job Experience Day – Events to be replaced by traditional work fairs. It will be divided into four thematic zones:
Vocational counseling zone. Experts and recruiters will help participants in the CV analysis and determining their career path.
Employers' zone. Companies looking for employees will be grouped industry, which will make navigation easier for candidates.
Innovation and competence zone. Participants will be able to, among others Use VR tools to “try” to a new profession, as well as read the training offer.
Inspiration zone. In the form of short conversations, the stories of people who have successfully changed their career after 45 years of age will be presented.
In addition, four and a half hours of deepened workshops are planned, including Auto-diagnosis of competence, CV and basics of outplacement.
The developed format is available for both corporations that can enter it in the ESG/Dei strategy, as well as for smaller enterprises.
The first edition is scheduled for October 2025. The long -term goal is to create a model program that can be replicated in other Polish cities. As the director Niewiadomski sums up: – A mature employee is loyalty and stability – the values that companies need today as much as the digital competences of younger generations.
