{"id":2936,"date":"2023-03-05T19:13:07","date_gmt":"2023-03-05T19:13:07","guid":{"rendered":"https:\/\/esggia.com\/?p=2936"},"modified":"2023-06-06T16:23:11","modified_gmt":"2023-06-06T16:23:11","slug":"talento-senior-motor-de-transformacion-social-y-economica","status":"publish","type":"post","link":"https:\/\/esggia.com\/en\/2023\/03\/05\/talento-senior-motor-de-transformacion-social-y-economica\/","title":{"rendered":"Senior talent: key driver of social and economic transformation"},"content":{"rendered":"

<\/p>\n\n\n\n

\"Experience is a plus\" is an expression that people of my generation are very familiar with. The accumulation of experiences facilitates an accurate assessment of what works and how to make it work.<\/p>\n\n\n\n

The term \"algorithm\", so popular today, would be the equivalent of \"experience\" in technological language. Algorithms identify patterns and propose actions based on the analysis of large amounts of data from different sources.<\/p>\n\n\n\n

Both senior know-how and algorithms enrich people's and organizations' decision-making. However, while the use of artificial intelligence is more and more extended, the employment situation of the senior community is increasingly precarious: the number of unemployed people in Spain aged over 50 is close to one million and has increased by 19 % in the last 3 years.<\/p>\n\n\n\n

As we age, our work resilience deteriorates as it is driven by decisions and situations out of our control and often not linked to our capacity and performance.<\/p>\n\n\n\n

The difficulty of seniors to develop a satisfactory professional career is a social and economic challenge of the first magnitude.<\/p>\n\n\n\n

<\/p>\n\n\n\n

The need for system change<\/strong><\/p>\n

The root of the problem is not in the value given to the experience itself, but rather in the fact that part of the benefits of investing in senior talent are intangible, difficult to measure in the short-term. Therefore, valuing and promoting it requires a new mindset, a system change.<\/p><\/p>\n\n\n\n

One way to illustrate the magnitude of the change needed is to visualize practices that would be common in a society that supports senior talent and that are currently in the minority. Some examples would be the following:<\/p>\n\n\n\n

    \n\n
  1. Include senior employability in the political and social agendas as a priority topic.<\/li>\n\n\n
  2. Consider the retirement age as a reference point, a vital decision milestone and not as the end of a career path.<\/li>\n\n\n
  3. Consider a company's labor practices regarding senior employees as an indicator of its sustainability and strategic performance.<\/li>\n\n\n
  4. Integrate into development and training plans actions that prepare people to undertake employment alternatives outside the company.<\/li>\n\n<\/ol>\n\n\n\n

    <\/p>\n\n\n\n

    The essential contribution of the senior community<\/strong><\/p>\n

    I am positive about the feasibility of this essential transformation. The development of new institutional frameworks, for which there are very valid initiatives underway, is very important. I have no doubt that the trigger will be the commitment and involvement of the seniors themselves. I highlight four fronts in which, in my opinion, we can make a difference:<\/p><\/p>\n\n\n\n

      \n\n
    1. Keep acting as \"self-entrepreneurs\", identifying and monetizing the essence of our experience, without losing sight of the market and continually filling our vital backpack with new knowledge and experiences.<\/li>\n\n\n
    2. Seek the support, energy and inspiration of people and organizations that genuinely empathize with the cause.<\/li>\n\n\n
    3. Practice constructive activism, using our voices and amplifiers to make the challenge visible and provide solutions and points of view that enrich the debate.<\/li>\n\n\n
    4. Share our learning with the coming generations, supporting their professional careers planning and management.\u00a0<\/li>\n\n<\/ol>\n

      Improving professional resilience and empowering senior talent require enormous collaborative work involving legislative, social, economic, and academic stakeholders. This effort will be useless if we seniors do not actively contribute with initiative, judgment and attitude on a day-to-day basis. We are a fundamental part of the solution.<\/p>","protected":false},"excerpt":{"rendered":"

      \u201cLa experiencia es un grado\u201d es una expresi\u00f3n que las personas de mi generaci\u00f3n tenemos muy interiorizada. La acumulaci\u00f3n de vivencias facilita una evaluaci\u00f3n acertada de situaciones, de lo que funciona y de c\u00f3mo hacer que funcione. El t\u00e9rmino \u201calgoritmo\u201d, tan popular actualmente, ser\u00eda el equivalente a \u201cexperiencia\u201d en lenguaje tecnol\u00f3gico. Los algoritmos identifican patrones y plantean acciones a partir del an\u00e1lisis de grandes cantidades de datos de diversas tipolog\u00edas y fuentes. Tanto la experiencia s\u00e9nior como los algoritmos enriquecen la toma de decisiones de personas y organizaciones. Sin embargo, mientras el recurso a la inteligencia artificial es cada vez m\u00e1s habitual, la situaci\u00f3n laboral de la comunidad s\u00e9nior es crecientemente precaria: el n\u00famero de personas sin empleo en Espa\u00f1a con edad superior a los 50 a\u00f1os roza el mill\u00f3n y ha aumentado un 19% en los \u00faltimos 3 a\u00f1os. La realidad es que, a medida que cumplimos a\u00f1os, nuestra resiliencia laboral se va deteriorando al estar condicionada por decisiones y situaciones que nos trascienden y que en muchas ocasiones no est\u00e1n ligadas a nuestra capacidad y desempe\u00f1o. La dificultad del colectivo s\u00e9nior para desarrollar una vida laboral plena es un reto social y econ\u00f3mico de primera magnitud. La necesidad de un cambio de sistema La ra\u00edz del problema no est\u00e1 en el valor que se da a la experiencia en s\u00ed misma, sino en que parte de los beneficios de invertir en talento s\u00e9nior son intangibles, dif\u00edcilmente medibles en el corto plazo. Por tanto, valorarlo y promoverlo requiere creer en ello, una nueva mentalidad, un cambio de sistema. Una forma de ilustrar la magnitud del cambio necesario es visualizar pr\u00e1cticas que ser\u00edan habituales en una sociedad impulsora del talento s\u00e9nior y que actualmente resultan minoritarias. Algunos ejemplos ser\u00edan los siguientes: La esencial contribuci\u00f3n de la comunidad s\u00e9nior Soy optimista sobre la factibilidad de esta imprescindible transformaci\u00f3n. Siendo fundamental el desarrollo de nuevos marcos institucionales, para los que hay iniciativas muy v\u00e1lidas en curso, no tengo duda de que el desencadenante ser\u00e1 el compromiso y la implicaci\u00f3n de los propios seniors. Destaco cuatro frentes en los que, en mi opini\u00f3n, podemos sumar y marcar la diferencia:<\/p>","protected":false},"author":2,"featured_media":3705,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[6],"tags":[],"class_list":["post-2936","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-social"],"_links":{"self":[{"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/posts\/2936","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/comments?post=2936"}],"version-history":[{"count":9,"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/posts\/2936\/revisions"}],"predecessor-version":[{"id":4700,"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/posts\/2936\/revisions\/4700"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/media\/3705"}],"wp:attachment":[{"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/media?parent=2936"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/categories?post=2936"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/tags?post=2936"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}