Cultura

LID publica: El poder de la diversidad generacional.

Redacción Send an email 9 junio, 2025
1.338 102 7 minutos de lectura

La admiración entre generaciones hace a las empresas más humanas y competitivas.

Descubre cómo con el libro coordinado por Ana Matarranz y Enrique Arce:
El poder de la diversidad generacional.

En un entorno empresarial en el que escasea el talento, la convivencia entre generaciones ya no es una opción, es una necesidad estratégica. 

Pero ¿cómo convertir esa diversidad generacional en una ventaja competitiva real? ¿Qué estrategias permiten conseguir la admiración entre generaciones, aprendizaje compartido e innovación sostenible?

La respuesta está en  El poder de la diversidad generacional, un libro que plantea una poderosa propuesta: construir entornos donde hasta cinco generaciones convivan, colaboren y, sobre todo, se admiren. Porque las diferencias son una fuente de riqueza.

La obra

La combinación de ideas frescas y experiencia consolidada puede dar lugar a innovaciones, movimientos
sociales e impactos positivos haciendo más competitivas nuestras empresas.
Hoy en día, la convivencia entre generaciones es una necesidad y en el ámbito empresarial se platea como una oportunidad. Por ello nace El poder de la diversidad generacional, una invitación a la acción: a los jóvenes, para que valoren el tesoro de la experiencia; a los mayores, para que abracen las nuevas ideas y el ímpetu de las nuevas generaciones; y, a todos nosotros, para que entendamos que las diferencias son una fortaleza.
Transmisión de conocimientos y mejora de la economía, mejora de la salud mental y emocional en los mayores, desarrollo de las habilidades sociales, empatía y cohesión social e innovación y adaptación a los cambios son algunos de los efectos beneficiosos y significativos que la admiración entre generaciones puede generar.
Por ello, El poder de la diversidad generacional se plantea como una completa guía para conseguir transformar las diferencias en admiración mutua, aprendizaje compartido e innovación sostenible a través de las experiencias reales, buenas prácticas empresariales y las reflexiones sobre productividad, liderazgo, bienestar o transformación cultural, entre otras muchas materias, aportadas por un equipo de expertos coordinados por Ana Matarraz y Enrique Arce.

Algunas claves

La magia de la convivencia entre generaciones: un coupage perfecto. Juan Manuel Sánchez
Hoy pueden convivir hasta cinco generaciones distintas en un mismo entorno laboral. Cada uno con una propia visión del mundo, necesidades, perfiles y, con frecuencia, diferentes escalas de valores, además de un importante desfase cultural. Este escenario constituye un reto para los profesionales de recursos humanos y los directivos que afrontan una situación sin precedentes y que deben ser capaces de generar mecanismos que faciliten este proceso de adaptación. El objetivo es alcanzar un vino redondo, producto de la colaboración entre todas las generaciones que conviven en una misma organización.

Los CEO ante la gran renuncia. El perfil del líder ante la diversidad. Antonio Núñez
La gran rotación es una barrera para retener talento. Ante esta situación las organizaciones reaccionan de diversas maneras para asegurar una cultura empresarial que aterrice los valores y cuide los incentivos, de forma que los empleados se sientan más integrados. Además, las empresas apuestan por diferentes estrategias para retener el talento más allá de los beneficios económicos.

Choque de trenes entre generaciones, del conflicto a la oportunidad. Soledad Villar
Los conflictos intergeneracionales pueden ser la gran oportunidad para innovar en los modelos organizativos con los que abordar los retos del futuro y enfocarse en la coherencia de los valores y el propósito personal. Se trata de alinear personas de distintas edades con la misión y la estrategia, y convertirse en un punto de encuentro y de admiración.

¡Me gusta trabajar contigo! La compensación al servicio de la transformación cultural. Lorena Ruiz
Los costes del personal son la línea más relevante de la cuenta de resultados y debe tener un retorno tanto para el accionista como para como para el profesional por su esfuerzo y valor aportado, así como la característica de atraer y retener a los mejores profesionales garantizando la rentabilidad del negocio. Como valor adicional e intangible, el retorno también debe de incluir la idea de “me gusta trabajar contigo”

De la élite a la democratización de los beneficios. La transformación de los beneficios sociales en las organizaciones. Ana Matarranz
Las exigencias actuales hacen que hoy en día, los beneficios sociales más valorados incluyan el wellbeing, programas de salud mental y actividades deportivas, seguros médicos privados, flexibilidad laboral, sostenibilidad mediante transporte ecológico y voluntariado, y formación continua para fomentar el desarrollo profesional. Estas prácticas no solo aumentan la productividad y reducen la rotación, sino que también construyen culturas organizativas donde las personas se sienten valoradas y ven atendidas sus necesidades particulares. A cada uno lo suyo.

Teletrabajo productivo y generacional, ¿impacto en el absentismo? Alberto Iglesias
La figura jurídica del trabajo a distancia debe abandonar el simple debate sobre su impacto en la productividad ya que su efecto dependerá de la correcta implementación que hagan las empresas, las cuales deben tener en cuenta la distinta visión que tiene cada generación de dicha forma de trabajo, siendo este el primero de los principales desafíos que puede hacer que la mencionada productividad se vea o no afectada. Además, el teletrabajo es una medida que puede ayudar a resolver otros problemas de productividad, en sentido macroeconómico, como es el absentismo.

Maridaje de experiencia y juventud en la era digital. César Calleja
El auténtico reto no es solo seguir descubriendo y aplicando nuevas tecnologías, sino conseguir que estas sean un medio, nunca un fin en sí mismo. Esto conlleva no dejar a nadie atrás en la carrera, eliminado la brecha digital mediante la implementación de distintas iniciativas

Las franquicias: una opción para emprendedores sin edad. Eva Ivars
El modelo de franquicia es, sin lugar a duda, un impulsor del desarrollo profesional y del emprendimiento, sin importar la edad que tengas. Es un modelo que abraza la diversidad, fomenta la innovación y facilita la colaboración.

Desaceleración profesional. Enrique Arce
El mundo laboral está evolucionando hacia una estructura más líquida, donde el talento fluye de manera más orgánica entre diferentes roles y niveles de responsabilidad. En este contexto, los senior advisors y los talent shapers no son solo dos figuras emergentes, sino el reflejo de un mercado en el que la flexibilidad y la adaptabilidad han dejado de ser opcionales.

Talento y mentoring cruzado intergeneracional. Monica Zai
El mentoring precisa de una evolución para que su valor sea percibido de igual manera por colectivos dispares. Deberíamos pensar en un mentoring que exceda su tradicional naturaleza y sea transformador yendo más allá de su propósito más conocido, de forma que fomente la colaboración y el aprendizaje de todas las partes involucradas.

Generaciones sin fronteras: contrastes en la conquista de una carrera global. Begoña Landazuri
La experiencia de vivir fuera te enriquece en todos los sentidos y de lo que no cabe duda es que el talento que retorna si no se aprovecha es desperdicio para la persona, la empresa y el país. A los jóvenes cabría recordarles que la vida es cada vez más larga y hay tiempo para vivirlo todo, que no desaprovechen oportunidades de expatriarse. A los más mayores también se les podría decir que nunca es tarde para hacer crecer su fondo de comercio.

Entornos saludables como herramienta para el compromiso y la gestión de personas adaptados a todas las edades. Mónica G. Ingelmo
La salud, la seguridad y el bienestar de las personas son fundamentales para la productividad, la competitividad, la sostenibilidad de las empresas y la economía de los paísesmayores también se les podría decir que nunca es tarde para hacer crecer su fondo de comercio. Una empresa saludable no es solo la que cuida la salud de los empleados, sino la que cuenta con un programa holístico. Se trata de organizaciones que ponen al empleado en el centro y evalúan todos los aspectos de la realidad empresarial en un sentido global, organizacional y transversal. Este tipo de organizaciones trabajan en asegurar un estilo de liderazgo saludable, el ambiente psicosocial del trabajo, la salud financiera y los espacios de trabajo. Una organización saludable diseña horarios flexibles, medidas de desconexión, nuevas formas de trabajo y se preocupa por la convivencia intergeneracional desde una perspectiva diversa.

La ciencia del bienestar corporativo. Insights para el alto desempeño intergeneracional. Nítida Pastor
Para que el desempeño en un puesto de trabajo se lleve a cabo de una manera adecuada, independientemente de la edad, tipo de trabajo y cultura empresarial, es necesario, aparte del aprendizaje continuo, la implantación de programas de salud. El impacto va más allá de la sostenibilidad del empleo; tiene, además, repercusión en la sociedad y el bienestar general de la organización. fomentando una cultura más inclusiva y resiliente.

¡Bienvenidos a la familia! Estrategias empresariales para la integración de los nuevos modelos de familia. Beata (Bea) Makowka
Celebrar la diversidad de modelos familiares y generacionales en el entorno empresarial es esencial para adaptarse a los cambios en la sociedad y a la forma en que las nuevas generaciones enfrentan su vida laboral y personal.

El desafío de regular la convivencia intergeneracional. Raquel Flórez
Es posible adoptar un enfoque distinto y, en lugar de abogar por más regulación, confiar en que las empresas se den cuenta del abanico de oportunidades que la integración de plantillas multigeneracionales supone, de manera que ellas mismas tomen las medidas necesarias para hacer de esto una realidad, y así propiciar el cambio cultural.

Los coordinadores

Ana Matarranz es consejera, alta directiva y strategic advisor para empresas en crecimiento. Ex
directora general de la consultora tecnológica Compensa (Howden). Desarrolló su carrera profesional como directora general en Willis Towers Watson y Head de la división europea de Health & Benefits, donde fue la responsable de lanzar e integrar la fusión de Willis, Towers Watson, Gras Savoye y Max Matthiessen en Europa. También ha desarrollado su carrera en compañías del sector asegurador como Mapfre y Caser. Ha ganado diversos premios. Además, es coautora y coordinadora principal del libro de referencia sobre la convivencia generacional en las empresas, El factor edad (LID Editorial).

Enrique Arce es consultor en Retribución, Beneficios y Gestión de la Diversidad. Exdirector de Soluciones de Consultoría en Retribución y Beneficios en Compensa (Grupo Howden). Formó parte del patronato de la Fundación de Diversidad durante más de doce años hasta diciembre de 2024.
Con más de 35 años de experiencia, ha sido profesor en programas del máster de Recursos Humanos para posgraduados y colaborador de universidades españolas. Es coautor y coordinador principal de El factor edad (LID Editorial), Diversidad & Inclusión (Lo que no existe) y de El mayor activo (Almuzara). Colabora con publicaciones especializadas y es conferenciante en España y Latinoamérica en empresas y foros profesionales.

Los autores

Ana Matarranz, Enrique Arce, Juan Manuel Sánchez, Antonio Núñez, Soledad Villar, Lorena Ruiz, Alberto Iglesias, César Calleja, Eva Ivars, Monica Zai, Begoña Landazuri, Mónica G. Ingelmo, Nítida Pastor, Beata Makowka y Raquel Flórez.

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Redacción Send an email 9 junio, 2025
1.338 102 7 minutos de lectura

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  1273. It’s my belief that mesothelioma will be the most deadly cancer. It’s got unusual attributes. The more I really look at it the more I am confident it does not react like a real solid cells cancer. In case mesothelioma can be a rogue viral infection, then there is the chance of developing a vaccine as well as offering vaccination for asbestos exposed people who are vulnerable to high risk regarding developing foreseeable future asbestos relevant malignancies. Thanks for discussing your ideas for this important health issue.

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