There is a clear cause-effect relationship between discrimination based on age or ageism and the fact that more than 850,000 people over the age of 50 are unemployed in Spain. Solving this enormous problem requires a system change, for which the involvement of the CEOs of the companies is essential.
We can visualize the magnitude of the change needed if we compare traditional business practices with others aligned with generational diversity, such as:
- Selecting candidates for positions assessing, in addition to their skills, their potential to optimize the short-term impact-execution risk binomial.
- Putting into practice careers plans that do not contemplate only functional growth paths, but also others based on the contribution of knowledge and experience.
- Considering senior talent on equal terms to lead "corporate entrepreneurship" initiatives with a high strategy and innovation profile.
- Enriching decision-making by incorporating second opinions from seniors who have faced similar challenges.
- Eliminating ageist expressions, such as “generational change”, from corporate language.
This transformation is so deep that it requires altering the DNA of companies, something that is only within the reach of CEOs, who determine the management and cultural frameworks in their organizations.
It is evident that only a small proportion of managers apply generational diversity principles. We often hear that people are the company's main asset; reciprocally, these unique managers also make people feel that the company contributes decisively to their vital development and wellness. This is a formidable purpose.
It is time to move from diagnosis to systemic and tangible actions to eradicate ageism. Making visible and publicly recognizing the work and example of pioneering CEOs in generational diversity could be one of them.