Patrícia Kinast de Camillis2025-09-092025-09-092025MILHOMENS, Marta Maria Urcino dos Santos. Desafios do etarismo na visão dos servidores públicos 60+: o combate ao preconceito e a valorização da diversidade etária. Goiânia (GO), 2025.https://repositorio.unialfa.com.br/handle/123456789/626The scope of this study is to analyze the challenges of ageism from the perspective of public servants 60+, considering ways to combat prejudice and promote age diversity in the State Court of Justice. Initially, the term ageism was used only in relation to aging, but today it refers to any type of discrimination based on age. In Brazil, this discrimination is prohibited by the Federal Constitution of 1988, Law No. 9,029/1995, and the Statute of the Elderly (Law No. 10,741/2003). Despite this legal framework, ageism is one of the main mechanisms that violate the human right to work. Therefore, given the importance of understanding the aging of the Brazilian population and public policies on the value and quality of life of this group within organizations, the question that guides this study is: “How can age barriers and prejudice against people aged 60+ be combated in the workplace in order to contribute to the improvement of the organizational environment through age diversity?” The overall objective of the research is to “analyze ways in which prejudice against people aged 60+ can be combated in the state court workplace in order to value age diversity.” The methodological approach used to answer the research question and meet the objectives of this study was qualitative, describing how the phenomenon manifests itself in the context of Brazilian organizations and, particularly, in the State Court of Justice. The approach involved conducting nine interviews with Court of Justice employees aged between 60 and 76. Considering the results of the thematic analysis, respondents recognize that discrimination against people over 60 exists due to cultural issues, but that this discrimination does not exist in the state court, either by age or length of service, unless it is disguised or concealed. As for teamwork, there is an exchange of information and learning among employees through qualification and training programs that are available to workers of all ages. In this way, with proactive practices to combat ageism and encourage intergenerational teamwork, the Court promotes an inclusive and equitable work environment. Regarding aging, respondents understand that people over 60 have difficulty finding employment and, in terms of the labor market, believe that people aged 60+ have difficulty adapting to new technologies and changes in the work environment. However, according to respondents, a culture of inclusion and respect for age diversity could combat ageism and prejudice against these individuals and establish a positive work environment for all employees of the state court of appeals. Notwithstanding the results of this study, it is recommended that future research diversify participants to explore the opinions, perceptions, and experiences of employees from other locations and characteristics in order to broaden understanding of the topic under discussion.ptDesafios do etarismoValorização da diversidade etáriaCombate ao preconceito