Is ageism a problem in the Polish job market?

Ageism—the discrimination against individuals based on their age—continues to be a concern in labor markets around the world. Poland, despite its rapid economic development and integration into the global economy, is not immune to this issue. In this blog post, we’ll explore whether ageism is a real problem in Poland’s job market, how it manifests, and what steps are being taken to address it.

Understanding Ageism in the Workplace

Ageism can affect both younger and older workers, though it is typically more prevalent against those aged 50 and above. In Poland, stereotypes such as older workers being "less adaptable," "technologically challenged," or "too expensive" persist. These assumptions can influence hiring decisions, workplace dynamics, and opportunities for promotion or training.

The Demographic Shift: Poland’s Aging Workforce

Poland is experiencing a demographic shift. According to data from Statistics Poland (GUS), the percentage of people aged 60+ continues to grow steadily, with the working-age population shrinking year by year. This aging trend poses a significant challenge to the economy, particularly in sectors already facing labor shortages.

Despite this shift, older workers often struggle to find employment. Many are pushed into early retirement or face long-term unemployment after being laid off. Employers frequently prefer younger, less experienced (and often lower-paid) candidates, especially for roles involving new technologies.

Evidence of Age Discrimination

While there is growing awareness of workplace discrimination, hard data on ageism is often underreported. However, several studies and surveys provide insight:

• A Eurobarometer survey showed that a significant portion of Polish respondents believed age was a factor in hiring decisions.
• Job ads in Poland often include subtle age preferences, with phrases like “young dynamic team,” which can discourage older candidates.
• Recruitment agencies and HR professionals sometimes admit (off the record) that their clients prefer younger candidates, especially in industries like tech, sales, and media.

Legal Protections and Limitations

Polish labor law prohibits age discrimination under the Labour Code and the EU Employment Equality Directive, which was transposed into Polish law. In theory, this should protect workers of all ages. However, enforcement remains weak.

Few employees file formal complaints about age discrimination, often due to fear of retaliation or the difficulty of proving ageism in hiring decisions. Additionally, age bias can be hidden behind phrases like "lack of cultural fit" or "not the right energy level."

Industries and Roles Affected Most

Ageism is more visible in certain sectors:

• Technology and digital services: Older candidates are often viewed as less digitally fluent.
• Retail and customer service: Preference is often given to younger, more physically active employees.
• Corporate and startup environments: Cultural fit and “youthful branding” sometimes work against older applicants.

On the other hand, sectors like education, logistics, and manufacturing may offer more opportunities for older workers, especially where experience and reliability are valued.

Are Younger Workers Also Affected?

Interestingly, ageism can also affect younger people, particularly recent graduates. Employers sometimes hesitate to hire someone "too green," demanding 2–3 years of experience for entry-level roles. However, this type of ageism tends to be less systemic and is often easier to overcome with time.

Initiatives to Tackle Ageism

There are growing efforts, both governmental and private, to address ageism:

• Active ageing programs: The Polish government has launched initiatives to extend working lives and promote the inclusion of older workers.
• EU-funded training programs: These focus on reskilling older workers in digital competencies.
• Diversity and inclusion campaigns: Some large employers are now explicitly including age diversity in their HR policies.

However, these initiatives remain scattered and lack strong enforcement mechanisms.

What Can Be Done?

To reduce ageism in Poland’s job market, several steps are needed:

1. Stronger enforcement of anti-discrimination laws.
2. Awareness campaigns to challenge stereotypes about older workers.
3. More inclusive hiring practices, such as blind recruitment and diverse interview panels.
4. Government incentives for companies that hire or retain older workers.
5. Reskilling programs aimed at helping older employees adapt to a changing job market.

Final Thoughts

Ageism is indeed a real and persistent issue in the Polish labor market. While legal protections exist, cultural attitudes and hiring practices often lag behind. As Poland continues to face an aging population and labor shortages, the inclusion of older workers will not only be a matter of fairness—but a critical economic necessity.

Both employers and policymakers have a role to play in ensuring that age becomes an asset, not a barrier, in the Polish job market.