He Aldehuela Technological Innovation Hubin Zamora, has hosted on Monday, September 29 Senior Talent Ecosystem Meeting focused on “senior employment and intergenerational cohesion in Castilla y León”. A day that has valued the potential of the existing senior talent in the care sector and the importance of combining professionals from different generations to “learn from each other”, and whose synergies result in a greater competitiveness of companies and social entities.
This meeting has brought together representatives of the 14 organizations (including the newspaper 65 and more) that are part of this Senior talent ecosystemwhich has been three years since its launch in September 2022, as well as political representatives of the Junta de Castilla y León. Eduardo García BreaGeneral director of the elderly, people with disabilities and dependency, welcomed this day, highlighting “the valuable knowledge” provided by the senior profiles and of which society “cannot do without”. Eduardo García Brea was accompanied by Efrén FernándezECYL manager in the province of Zamora, who could also assess the synergies and support provided from the Public Employment Service of Castilla y León (ECYL) to existing programs, as well as future new initiatives.
“Arrived at age 55 and, above all, from the age of 65, these professionals accumulate an experience, knowledge and knowledge that is very valuable, and from which society cannot do without. From the Junta de Castilla y León, for a few years we support the project ‘Talent Sen’carried out by Cluster Sivi, and we have a lot of interest in that project because we understand that this experience and that knowledge is very important to guide, to inform, to help entities and companies that want to innovate, especially in the field of social services. And especially also in those services related to care and attention to the elderly, “he said Eduardo García Brea .
The general director of the elderly, people with disabilities and dependency also stressed that in their own care and healthy aging strategy they have included actions through which it can be enhanced, among other things, “that older people participate in some way in technology designs, social innovations and even social policies.” “We also include actions so that the elderly, especially from rural areas, have their presence and also contribute socially to the improvement of their peoples through the program to support the association of the elderly,” he added below.
For its part, Ana Bedia, Director of the newspaper 65ymás, put on the dramatic situation of the unemployed over 45 years and the need to raise awareness among public companies and institutions about the importance of valueing all that talent.
Main challenges of the senior talent ecosystem
In addition, Jesús Sanzgeneral and vocal coordinator of the Board of Directors of the Sivi Cluster, and Alfredo Bohórquezgeneral secretary and member of the Talent Sen of the Sivi Cluster, were responsible for giving context to the senior talent ecosystem and defining the challenges and difficulties they face. Among them, stereotypes and generational prejudices, the need for integrative public policies, technological adaptation and gender gap, to which the disconnection between rural and urban territories, accelerated aging or compatibility with retirement.
“In this environment, many entities have been choosing to endowed with young people to be able to deal with these technological novelties that were forced management. However, it is important to highlight that more and more entities that value the temperance and experience of the most veteran people and recognize as a great opportunity to have their talent in their organizations,” they said both representatives of the ecosystem.
Thus, in this meeting the main challenge of the ecosystem was defined “in value of senior talent in society and organizations, improving private practices and public policies and promoting a better society with greater intergenerational cohesion.”
Greater intergenerational cohesion
The senior talent ecosystem observes, therefore a disconnection between the junior talent and the senior talent, being necessary new intergenerational approaches that allow to combine the skills of active workers and the talent of the Seniors experts through the advice, mentoring or cooperation to better assimilate this time of metamorphosis in the social and professional field of socio -sanitary services.
“In the SIVI cluster we believe that it is very positive to assess the potential of the senior talent in the care sector. The diversity and potential of these professionals cannot be wasted at a vital moment of evolution and change that the socio-sanitary sector is experiencing. Your experience will be key to understanding and base the path to follow, especially in the environment of Silver Economy we face.
Having the support of this senior talent will allow to have a clear competitive advantage in the market to organizations that know how to take advantage of it. In short, the entities that manage to combine intergenerational professional profiles and ensure that they learn from each other, will have a lot of won with respect to their competitors in the market, “we highlight from the Sivi cluster.
Senior unemployment challenge
Thus, different concrete actions were proposed that aim to promote the hiring of unemployed senior and their talent contribution:
- With people youths: Bullying, loneliness, junior entrepreneurship, intergenerational dialogue meetings in educational centers …
- With people Immigrants: Knowledge of culture and ways of work …
- With people before the retirement process: Healthy aging, participation in society, types of volunteering and productive activity (entrepreneurship….).
- With People before loss of employment: Entrepreneurship and second careers.
- In Health and Social Services: Support in generational diversity, age prevention and innovative models of support and services.
- Junior and Senior Talent for the Society of the Future: Promote Codiseño tables to address the challenges of a society in which 1 in 3 people will be over 65.
The senior talent ecosystem thus closed this profitable day in which they were firmly committed to promoting and recognizing senior talent both in our region, Castilla and Léon, and in the rest of Spain.
