First consultation without obligation. Contact now
For some years now, and especially in 2025, business organizations have been stepping on the accelerator in promoting their Diversity, Equity and Inclusion (DEI) strategies. DEI strategies are aimed at creating work environments where equal opportunities effectively exist for everyone regardless of age, gender, race or sexual orientation. However, one of the most valuable and often overlooked groups is senior talent.
Senior talent not only brings invaluable experience but also the perspective that should be key to business success in an increasingly dynamic ecosystem.
Senior talent refers to professionals with extensive experience in their field of work. We are talking about 20 or even 30 years of career. These employees are often, or have been, at the top of their field and bring a wealth of knowledge, skills and experiences that younger employees, logically, have not yet been able to acquire. Therefore, we are not only talking about a value based on technical skills, but also on the ability to mentor and lead teams.
Generational diversity is emerging as a high-impact strategy. Companies that promote the integration of different generations naturally generate a variety of approaches, perspectives and solutions never seen before. This not only improves decision making, but also contributes to a culture of innovation. Age-diverse talent can benefit from combining the energy and creativity of young people with the wisdom and stability of more experienced employees. Younger generations can learn from the experiences that seniors have acquired over the years, while older employees can adapt to new trends and technologies thanks to working together with the younger generation.
However, despite their value, many companies tend to ignore senior talent in their hiring, training and promotion strategies. It is legitimate to ask ourselves why. And although there is no single reason, since as we always say each professional, company or project is unique, there is one element that we consider essential to reflect on: the cost.
On too many occasions we find ourselves in situations where the market craves this type of talent but is not willing to assume the cost it entails. That is, we appreciate and need senior talent but we are not willing to pay for it.
- Review talent acquisition policies:
Companies should evaluate their recruitment processes to ensure they are not biased based on age. At this point, the use of artificial intelligence to analyze candidates objectively can help eliminate prejudices.
- Promotion of mentoring programs:
Creating intergenerational mentoring programs is a great way to combine the experience of senior employees with the energy of younger ones.
- Continuous training:
Offering development programs is key to keeping senior talent up to date on new technologies, processes and methodologies. Training should not be exclusive to younger employees.
In short, senior talent is a critical part of Diversity, Equity and Inclusion strategies within organizations. By encouraging the inclusion of experienced professionals, companies can tap into a rich diversity of perspectives and skills that, together with other demographic groups, improve innovation and organizational performance.
