{"id":3931,"date":"2023-04-18T12:10:37","date_gmt":"2023-04-18T12:10:37","guid":{"rendered":"https:\/\/esggia.com\/?p=3931"},"modified":"2023-06-01T08:30:56","modified_gmt":"2023-06-01T08:30:56","slug":"edad-o-edadismo","status":"publish","type":"post","link":"https:\/\/esggia.com\/en\/2023\/04\/18\/edad-o-edadismo\/","title":{"rendered":"The key role of CEOs to eradicate ageism"},"content":{"rendered":"

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

We can visualize the magnitude of the change needed if we compare traditional business practices with others aligned with generational diversity, such as:<\/p>\n\n\n\n

    \n
  1. Selecting candidates for positions assessing, in addition to their skills, their potential to optimize the short-term impact-execution risk binomial.<\/li>\n\n\n\n
  2. Putting into practice careers plans that do not contemplate only functional growth paths, but also others based on the contribution of knowledge and experience.<\/li>\n\n\n\n
  3. Considering senior talent on equal terms to lead \"corporate entrepreneurship\" initiatives with a high strategy and innovation profile.<\/li>\n\n\n\n
  4. Enriching decision-making by incorporating second opinions from seniors who have faced similar challenges.<\/li>\n\n\n\n
  5. Eliminating ageist expressions, such as \u201cgenerational change\u201d, from corporate language.<\/li>\n<\/ol>\n\n\n\n

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

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

    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.<\/p>","protected":false},"excerpt":{"rendered":"

    Hay una clara relaci\u00f3n causa-efecto entre la discriminaci\u00f3n por edad o edadismo y el hecho de que m\u00e1s de 850.000 personas con edad superior a 50 a\u00f1os est\u00e9n desempleadas en Espa\u00f1a. Resolver este enorme problema requiere un cambio de sistema, para el que la involucraci\u00f3n de los CEO de las empresas resulta fundamental. Podemos visualizar la magnitud del cambio necesario si comparamos las pr\u00e1cticas empresariales tradicionales con otras alineadas con la diversidad generacional, como por ejemplo: Esta transformaci\u00f3n es tan profunda que requiere alterar el ADN de las empresas, algo que solo est\u00e1 al alcance de los CEO, que determinan el marco de gesti\u00f3n y cultural en sus organizaciones. La realidad actual hace evidente que no son mayor\u00eda los directivos que practican activamente la diversidad generacional como pilar de la Sostenibilidad de la empresa y la sociedad. O\u00edmos a menudo que las personas son el activo principal de la empresa; de forma rec\u00edproca, estos gestores singulares consiguen adem\u00e1s que las personas sientan que la empresa contribuye decisivamente a su desarrollo vital y su felicidad. No hay prop\u00f3sito empresarial m\u00e1s formidable. Es el momento de pasar del diagn\u00f3stico a acciones sist\u00e9micas y tangibles para erradicar el edadismo. Hacer visible y reconocer p\u00fablicamente la labor y el ejemplo de los CEO pioneros en diversidad generacional puede ser una de ellas.<\/p>","protected":false},"author":2,"featured_media":3932,"comment_status":"closed","ping_status":"open","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-3931","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\/3931","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=3931"}],"version-history":[{"count":6,"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/posts\/3931\/revisions"}],"predecessor-version":[{"id":4649,"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/posts\/3931\/revisions\/4649"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/media\/3932"}],"wp:attachment":[{"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/media?parent=3931"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/categories?post=3931"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/esggia.com\/en\/wp-json\/wp\/v2\/tags?post=3931"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}