Today we want to focus on an issue that is part of our social reality and that we believe is essential to change dynamics that are probably causing us to lose a great deal of talent in our teams and success for our organizations. We are talking about seniors, or rather, “geniors.”
Senior + talent = genior
Population aging is considered the third great challenge of our era, and it is essential that we recognize the value of this generation of professionals over 45 who have stood up against workplace ageism. Geniors prove to be highly qualified and have experience, soft skills, and market knowledge that can only be acquired over the years.
But, unfortunately, organizations do not see it so clearly. A report by the Adecco Foundation shows us in figures the great wall of prejudice these people face:
- 52% of companies admit to finding obstacles to hiring professionals over 45.
- 40% of HR managers state that they automatically discard applications from job seekers aged 55 and over.
- 9 out of 10 senior unemployed people believe their age works against them.
In the digital world, age is no longer an excuse
At first, we might think that, due to the emergence of new technologies and the digitalization of practically our entire environment, this generation may be falling behind. But the speed at which processes and applications are innovated and updated puts us all in the same boat. We have to constantly retrain. All of us. Workers, regardless of our age, must be in continuous training, adapting to the dizzying speed of progress in our society and technology.
What advantages do years of experience bring to our work?
In Spain, the birth rate is increasingly low and, furthermore, this senior talent, which currently represents 19.4% of the total population, is expected to reach 23.4% by 2040.
Will we be able to leave behind the stereotypes we have created based on age and realize the benefits that a person with this experience brings to our teams?
Let’s look at the real value a genior brings to teams:
- Experience is not only a degree, but a great tool. And they therefore have a great capacity to solve problems and anticipate situations they have already been through during their career.
- Culture of effort. That is, they do not give up at the first hurdle. Over the years, they have learned to be consistent and to focus their energies on specific objectives, without losing direction. They are used to sacrifice. They have had to prove themselves and fight a lot throughout their professional careers.
- Ability to adapt to change. They are resilient, proactive, and flexible. Contrary to what may be believed, they are highly adaptable and know how to deal with uncertainty better than many younger groups.
- They have negotiation skills. They know how to engage in dialogue, be patient, and use efficient strategies to deal with clients or their own teams.
- They know how to make decisions. The years also help to resolve any situation quickly and sensibly. Their common sense has been tested over time and has been refined and perfected.
- Their network of contacts. Key to generating new business and opportunities for the company.
Success lies in diversity
In short, betting on this generation is a plus for organizations. And the combination of younger profiles with geniors undoubtedly becomes a great engine for increasing competitiveness and generating results.
And how can this be achieved?
The Adecco Foundation and the SERES Foundation highlight a series of recommendations for administrations, workers, and companies aimed at promoting geniors in the labor market:
- Incorporate incentives for seniors to extend their working lives and discourage early retirement in unnecessary cases.
- Promote the advancement of these profiles within companies.
- Offer training and retraining programs to increase workers’ skills in the digital age.
- Implement measures for flexible work, teleworking, and reduced working hours.
- Include these professionals in decision-making.
Which communities are taking action against workplace ageism?
In our country, some autonomous communities are beginning to lead the change and provide resources, services, and a high level of participation for people over 55.
The Basque Country, Castile and León, and Navarre are notable examples of this. These regions not only care about the physical and emotional well-being of their older citizens, but also encourage their active participation in community life and their access to the workplace.
With training programs, cultural and sports activities, and employment opportunities, these communities are demonstrating that population aging is not a burden, but an opportunity to enrich our societies.
At ROSAPARKS, we believe that population aging is a challenge that companies and brands must address comprehensively, both socially and in business. We must be aware of the immense value our geniors bring and offer them opportunities to continue thriving. Because, together, we can build a more inclusive and prosperous future for all generations.
What if we stop backing down in the face of prejudice? After all, wrinkles are not only beautiful, they are also SMART.
