Pautas para gestionar bien el talento senior - Diversidad e inclusión
Cada vez son más los trabajadores de más de 45 años en las empresas. Es responsabilidad de estas últimas saber gestionar correctamente su talento y desarrollar al máximo sus capacidades.
senior, edadismo, mayores de 45
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Pautas para gestionar bien el talento senior

Pautas para gestionar bien el talento senior

En el 2018 los últimos datos facilitados por el Instituto Nacional de Estadística (INE) demuestran que no debemos ni tenemos que olvidar el llamado talento senior: en España las personas entre 45 y 69 años (14.465.508) prácticamente duplican a los que tienen menos de 20 años (8.274.346) y superan en millón y medio a los que comprenden las edades entre 20 y 44 años (12.935.552). Estos datos no hacen más que corroborar la realidad que vive nuestro país en la actualidad. Pero, ¿se está gestionando correctamente el conocido como “talento senior”? 

En los últimos tiempos se ha asociado a los mayores de 45 años con el término de edadismo, es decir, la discriminación debido a la edad. La sociedad no debe excluir esta realidad. Es evidente que cada vez son más en las empresas las personas trabajando que comprenden las edades entre los 45 y 69 años.

El objetivo que tienen que tener la sociedad y las empresas en particular es el poner en marcha políticas y programas que valoren el talento senior, permitiendo que los trabajadores puedan seguir siendo útiles a las organizaciones. Pero, ¿qué medidas habría que proponer para la correcta gestión del talento senior? Algunas de ellas serían las siguientes:

  • Revisar los planes de conciliación: muchos de los profesionales senior son la piedra angular de sus familias, que cuentan con hijos que aún dependen de ellos. 
  • Flexibilidad: la conciliación del trabajo con la vida familiar son una de las claves para poder gestionar con éxito el talento senior. 
  • Aprovechar el conocimiento y la experiencia de los trabajadores que más tiempo llevan en la empresa.
  • Convivencia de diferentes generaciones en la empresa: los empleados con más años en la empresa enseñan a los más jóvenes. Pero también se debe producir el fenómeno inverso. De esta forma será mucho más amplio el conocimiento que se adquiera por ambas partes. 
  • Cambios en la relación laboral: las empresas deben avanzar acorde a la evolución de los tiempos. En muchos casos el empleado senior pasa, por ejemplo, a ser colaborador por un tiempo determinado y en un proyecto concreto, trabaja por su propia cuenta,…

Álvaro Quetglas Pérez
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