Faced with a future scenario, which due to scientific and technological advances generates new ethical questions about the economic system and usefulness of peopletoday there are companies that see new perspectives in the phenomenon of longevity and actively seek to incorporate into their plants senior talent +50.
They basically take into account a series of values that people with greater experience bring to work environments. This is a phenomenon that spreads globally and locally leaving behind the myth that successful companies are nourished only by young people or millennials.
Among the most important qualities that stand out from the “baby boomers” is responsibility, poise and commitment to the employer, which contributes to lowering the high turnover that is one of the greatest business ailments.
Although this trend started in multinationals, the SME universe has moved in the same direction. María Florencia Porcelli, director of Gente de Cervecería y Maltería Quilmes explains: “currently, in the company we work through , our diversity and inclusion platform in different pillars, to identify and eliminate biases that are common to people’s logic, but often threaten diversity.
We also focus on incorporating different profiles and offering policies adapted to different needs. Many times along with age come certain characteristics, we seek to avoid these prejudices and show the value of coexistence intergenerational at work”. In Argentina it is noteworthy that the small and medium-sized enterprises have renewed the criteria search and selection for your payroll.
It is the case of GT Laboratories SRLwith 30 years of experience and international projection, whose general manager Eduardo Chianetta expresses: “we focused on retaining those who accompany us and looking for new +50 talent for specific positions, especially female ones, such as laboratory engineers and technical directors, since they have a lot of knowledge as well as experience that young people have not yet had. acquired”.
“Beyond teamwork”. From an in-depth look at the diversity and intergenerational coexistence, Edgar Cherone, professional executive coach of multinational companies, educational and NGOs, explains that with directories composed of people from 35 to 60 are working successfully on going “beyond teamwork”, able to generate a coherence individual and collective emotional in the company, which moves even outwards. He comments that this experience increases the capacity to innovate and display creativity, he also asserts that they go far beyond the effective coordination of actions ”
as it poses mercedes jonesdirector of the Center for Innovation at the University of San Andrés, our society is undergoing a revolution at the demographic level “but it continues culturally anchored in models of the last century. However, there are corporate leaders, entrepreneurs, talent experts and representatives of civil society who work from the innovation that intergenerational diversity brings us, entrepreneurship and the development of talent throughout life as part of the new global economic momentum.”
“Faced with the turbulence of the current moment, in companies the people who lead teams and organizations realize that the diversity of ages in work environments is a concrete factor and an opportunity to incorporate psychological safety processes and collaboration tools which, in turn, promote creativity and innovation. In other words, they improve production,” he adds.
For its part, Taira Penaa graduate in Educational Sciences with a postgraduate degree from Harvard University, as a “thinking partner” and a pioneer in our country on the subject of Communication, Inclusion, CSR and Sustainability, proposes to reflect: “40,45,50,55,60, 65… out of order?”. It’s not just technology, or new trends in management, or types of leadership. It is not only the macro or the micro, it is not only the global and the local, it is not the markets and their circumstances. What also defines and differentiates a company is the leadership it promotes, the people who make it up and inclusive leadership that also incorporates the variable of generational diversity with a strategic perspective. It is key for senior talent to be recognized and considered in companies.
A leadership that knows how to include millennial talent and senior talent, with a comprehensive and complementary approach.
Ageism refers to how we think, feel and act towards other people or ourselves based on age, according to the WHO. This defines one of the forms of discrimination that occurs most in the world and companies are no strangers to this.
We must urgently generate more conversations that focus in this age group also within the companies, raise how it is managed thinking not only of the instances of support to the retirement process, but of all the opportunities throughout the professional career that arise for the seniors”.
New approaches for a more humane economy. The new business approaches are enhanced and complemented by different NGOs that value the talent of this age group by generating programs aimed at over 45 years old. Some designed to train and provide emotional and technical tools for the new work context, as is the case of Diagonal Foundation in Argentina and others such as “Seniors at the Service of SMEs” offered by More Human Foundation in Madrid (Spain) that offers job opportunities for senior talents with remuneration, at the service of companies.
Since the emergence of new economies, connected to the context and the future, such as the Blue Economy, the Circular Regenerative Economy, which incorporate a view of recovery, regeneration and inclusion, today a new reality prevails. The companies have the responsibility to generate value for society beyond financial results. Recent experience shows that the inclusion of senior talent and generational diversity It is a great opportunity for mutual enrichment. This dynamic will mark the next era, which proposes a new vision of the longevity and aging process.
adriana churriguera is a journalist and activist in Values and Sustainability @achuriguera
by Adriana Churriguera
