In a context where population aging redefines work dynamics in Latin America, a recent study reveals that 91% of Peruvian executives over 50 years of age do not contemplate withdrawing in the short term. This data, presented by the consultant Pulse In its report “Silver Economy: Perspectives and Future labor”, highlights the aspirations and challenges of this age group in the country’s labor market. According to the report, professionals in this generation seek to remain active, either in their current roles, through entrepreneurship or through reduced working hours.
It is worth noting that, in Peru, the minimum age to retire is 65 years, both for the National Pension System (SNP) and for the Private Pension System (SPP). However, it is possible to retire before by an advanced retirement, with specific requirements for each system. Thus, in the SNP, advanced retirement can be requested from 50 years for women and 55 years for men, with a minimum of 20 years of contributions.
The study, which included more than 100 Peruvian executives and 80 Ecuadorians, was presented in Lima by Luis Avellaneda Ulloarepresentative of Pulse Peru and managing director in realities. The results highlight a clear tendency: far from considering retirement as an immediate goal, these professionals prioritize economic stability, personal fulfillment and the possibility of generating impact from their accumulated experience.
According to the data collected by PulsePeruvian executives over 50 are redefining their relationship with work. Although economic stability remains a key factor, with an average score of 4.34 out of 5, other aspects such as personal fulfillment (4.23/5) and a respectful work environment (4.00/5) have gained relevance. In addition, many of them value the opportunity to contribute to the work environment from their experience, which reflects a change in the traditional priorities of this generation.
The report details that 39% of respondents plan to continue working in their current format, while 35% seek to undertake or devote themselves to independent work. 17% would choose to reduce their workload, while only 9% consider themselves completely. These figures show a generalized interest in being active, although with more flexible work modalities that allow to balance their personal and professional needs.
The study also deepens the reasons behind this desire to continue working. According to PulsePeruvian executives especially value personal well -being, family time and labor flexibility, factors that obtained scores greater than 4.0 out of 5 in the surveys carried out. These motivations reflect a search for balance between working and personal life, something that seems to be a growing priority in this segment of the population.
However, professionals over 50 face important structural obstacles in the labor market. Among the main identified barriers are the lack of opportunities (11.61%), the little competitive benefits (9.68%) and age discrimination (9.03%). These difficulties highlight a disconnection between business policies and the real needs of this age group, which underlines the need for more inclusive work environments and adapted to new demographic realities.
Despite the challenges, Peruvian executives over 50 are perceived as highly valuable in key areas. According to the report of Pulsestand out in leadership (4,36/5), problem solving (4.28/5) and knowledge of the sector (4,24/5). These competences position them as strategic assets within organizations, especially in a context where experience and decision -making capacity are fundamental.
However, the study also identifies a significant gap in digital skills, with an average score of 3.49 over 5. This deficit represents a key area for the continuous development of these professionals, especially in an increasingly digitized labor market. The update in technological competences could be decisive to guarantee its competitiveness and relevance in the current work environment.
Population aging is a phenomenon that is transforming the work overview throughout Latin America. According to him Inter -American Development Bank (IDB)for 2050 more than 27% of the population of the region will be over 60 years old. This demographic change raises significant challenges for governments, companies and society in general, which must adapt to a more diverse workforce in terms of age.
In this context, the report of Pulse It underlines the importance of updating public policies and organizational practices to create more inclusive work environments. This includes not only to combat discrimination by age, but also offer opportunities for professional development and flexible labor formats that respond to the needs of older workers.
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