The “silver economy” includes all those economic activities, products and services designed to satisfy the needs of those over 50 years of age and, according to the international consulting firm McKinsey, is the third in the world, only surpassed by the GDPs of the US and China.
The reason is more than evident: we live in a world in demographic transition. While the birth rate falls, life expectancy rises and the median age of the world population, which in 1950 was around 23 years, has already exceeded 30 and, according to experts, will well exceed 40 by the end of this year. century.
To this must be added that a large segment of the elderly, especially in developed countries, has a high purchasing power and is free of economic burdens, so you can take advantage of the time to do what you always wanted: travel, live new experiences, participate in cultural activities or indulge yourself. But viewing those over 50 as an active and desirable consumer market is only one side of the coin.
The other is that of Senior Talent, because older adults are also an increasingly current and numerous workforce, and this reality is manifested in the formation of companies and work teams in which different age groups coexist.
From different scientific approaches we receive auspicious data in relation to the competencies and aptitudes of those over 50: their creativity and capacities for decision-making and transmission of experiences and knowledge are at their peak and generate a wonderful combo with their culture of the responsibility and the valuation of the work.
The challenge for companies is to take advantage of these strengths for the benefit of collective operation. A diverse team is a machinery made of gears that fulfill different functions, and the lubricant for their harmonious articulation is training.
Older and younger, we are all riding a relentless wave of change. Not only of technologies but sometimes also of paradigms. And we can all face, from morning to night, with tasks that mean we adapt to radical functional and operational changes.
To systematically deliver updating tools to the members of a work team, to provide them with new knowledge and to make them aware of the “state of the art” of the disciplines that they do to their task, is to help build a common language since the whole is magnify by enhancing the capabilities of the parties.
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Taking this into consideration, at the University of CEMA, less than a year ago we created UCEMA Senior, the first refresher school for executives and professionals +50.
The first open courses convened individuals, aware of their need to keep up to date to preserve and improve the positions they had achieved, but soon the companies arrived.
In September of this year, Unilever launched Sesentennials, a job internship program, targeting seniors curious, friends of technology, who felt they had a lot to give. The response was massive, and the first few chosen began by catching up with a training and updating program developed and dictated by UCEMA Senior.
Not only them, all registrants found the possibility of obtaining the Sesentennial Digital Certification for free and More than 200 attended UCEMA Senior with current content such as Digital Trends, Digital Transformation, Agility, Customer Experience and Data Analytics.
Seeing the interest, focus and learning capacity of a diverse, enthusiastic and committed group was a reaffirmation of all that we believe in and work for every day.
Director UCEMA SENIOR.
Source From: Ambito
