The aging population in Spain continues its upward trend and the representation of seniors in the total active population is increasing. In 2024, there are 137 people over 64 for every 100 under 16, a 137% index that is growing rapidly, considering that life expectancy and birth rate indicators are relentlessly advancing towards a demographic winter.
The aging population has its impact on a workforce whose average age is increasing. The representation of seniors (over 55) among those of working age is steadily growing, currently at 21%, compared to 13.6% a decade ago and 10% twenty years ago.
In 2024, for the first time, there are over 5 million active people over 55 in Spain, 4.6% more than in 2023 (4,865,800); 63% more than ten years ago (3,114,300) and 146% more than twenty years ago (in 2004 there were 2,071,900 active people over 55).
Despite this, this population segment faces great prejudices and stereotypes in the labor market that may lead them to inactivity, long-term unemployment, forced or early retirement, or a higher risk of exclusion and/or poverty. All contradictions, considering that the retirement age is increasing, with senior contributions being key to the country’s competitiveness.
By Autonomous Communities, Castilla y León (25.8%), Asturias (24.3%), and Cantabria (23.4%) are the regions with the most aging workforce, with a higher proportion of seniors (over 55) among the total active population.
On the contrary, Balearic Islands (18.3%), Murcia (19.1%), and Andalusia (19.6%) have the lowest proportions. However, in all Autonomous Communities, the proportion of senior workforce is increasing and approaching 20%.
According to Francisco Mesonero, CEO of the Adecco Foundation: “The aging process has gained momentum in Spain and has a great impact on the labor market. Firstly, the workforce is increasingly senior and urgent prejudices and stereotypes that hinder the employment access of older people, who are associated with obsolescence or less flexibility. Secondly, aging disrupts generational replacement perspectives, so it is urgent to invest in citizen qualification as a driving policy of the country, allowing traditionally inactive individuals like those with disabilities or women who have dedicated their lives to the family and now wish to enter the labor market to contribute their talent”.
“There is a synchronization problem between worker training and company requirements, which escalates the unemployment rate, while companies struggle to fill vacancies. It is urgent to act, through active employment policies, to correct this structural mismatch. Additionally, the challenge of cultural diversity must be addressed promptly, considering the potential of foreign labor force to fill the gap of a declining native workforce”.
Businesses also face the challenge of building “age-friendly” corporate cultures. This article from the Adecco Foundation outlines some key points: https://fundacionadecco.org/azimut/7-claves-para-una-cultura-empresarial-age-friendly/
via: MiMub in Spanish
