Presentation of the report on Senior Employees in Spanish Business Organizations

(Versi贸n en espa帽ol m谩s abajo)

IE Foundation Observatory on Demography and Generational Diversity reveals management of senior employees and the design of specific policies are key for the future of the labor market

  • One in four inhabitants of Spain will be aged over sixty five by 2031.
  • The findings of the study point to senior employees playing an increasingly important role in the Spanish economy over the next 10 years.
  • Ninety per cent of companies do not have a plan of action for an ageing workforce. Only 15%, those with the highest turnovers and largest workforces, have early retirement schemes in place for senior employees.

Madrid, June 12, 2018. The management of senior employees and the design of specific policies for this particular segment of the active population will play a pivotal role in growing the labor market according to the findings of a report on Senior Employees in Spanish Business Organizations: Realities and Challenges. The report was presented today by Rafael Puyol, Director of the IE Foundation Observatory of Demography and Generational Diversity, who headed the study. The report underscores the fact that one in four inhabitants of Spain will be over 65 years old by 2031 due to the inexorable ageing process taking place in the labor market, the evolution of which will result in a new labor market with a very different structure. The study cross referenced its findings with the forecasts for demographic change and evaluated the experiences and best practices of 16 European companies with regard to managing employees aged over 55.

The study also found that there are several reasons workers over 55 years of age are in a good position to extend their working lives, such as the fact they are doing work which does not take such a toll on their physical health, they enjoy good health in general, and government policies now defend their right to work beyond the age of retirement and limit early retirement schemes. The report also found senior employees will play an increasingly important role in the economy over the next 10 years, which means it is essential to examine the impact of people working beyond retirement age and how it will affect productivity levels on a global level.

Profile of a senior employee

The study found that only 17.39% of the total number of employees in the companies that took part in the study were aged 55 or older, and only 0.52% were older than 65. Of these, 42.3% had a university degree and 11% had a postgraduate qualification. Eight per cent held senior management positions and they comprised 62.17% men and 37.83% women. The vast majority (77.6%) had been doing the same type of work since before the age of fifty five and almost 86% worked full time.

The study revealed that 90% of the participating firms had no plan of action in place for managing senior employees. Only 15% have early retirement schemes for senior workers, and these firms were those with the highest revenues and largest workforces. Sixty per cent offered partial retirement plans aimed mainly at workers aged from sixty to sixty four.

鈥淎n increasing number of companies are interested in a special focus on the management of senior employees coupled with the design of specific policies.聽 We are, however, still in the very early stages of this process,鈥 says Rafael Puyol. 鈥淢ost companies are only implementing very specific initiatives, which are often isolated examples. Few firms are taking a holistic approach, which includes gauging the impact of measures taken and planning the structure of workforces on a medium-term basis using a road map with objectives and concrete projects.鈥

PeopleMatters is collaborating with the IE Foundation Observatory of Demography and Generational Diversity by examining best practices in senior employee management in European firms like Altadis, Correos, DKV, Gas Natural Fenosa, ISS Facility Services, Reale Seguros, Banco Sabadell, Zurich, ABB (Sweden), Axpo (Switzerland), Berner (Finland), BMW (Germany), Centrica (UK), Citibank (Greece), Loewe (Spain) and PSA Peugeot Citro毛n (France).

The key findings regarding best practices in the design of management plans for senior employees are as follows:

  1. Health and safety in the workplace. It is essential to design a plan of action with regard to healthcare and preventative measures in order to guarantee the physical and mental well-being and of senior employees to ensure optimum performance levels and less absenteeism.
  2. Organization and work environment. There is a need to design and implement initiatives in order to adapt positions to the profile of senior employees.
  3. Professional development. Firms have to foster the professional development of older employees and avoid knowledge obsolescence.
  4. Flexible retirement models. New, flexible work models that are compatible with retirement are key. These must be accompanied by lines of action aimed at easing the transition to this new phase in people鈥檚 lives.
  5. Preparation for retirement. Employees need to be made aware of key aspects of their post-retirement lives 鈥 financial planning, healthcare, leisure activities, hobbies, social relations, technology, etc.
  6. Age-based benefits. Recognition of the advantages enjoyed by the senior age group, both during their working lives and their subsequent retirement.
  7. Raised awareness and recognition of the value contributed by senior employees. Measures are required to foster an inclusive attitude toward senior employees and an appreciation of their contribution.
  8. Generational replacement and succession management. There must be actions aimed at streamlining the replacement of one generation by the next within business organizations in order to ensure a seamless transition.

The IE Foundation Observatory of Demography and Generational Diversity, headed by Rafael Puyol, was created in 2017 with the aim of carrying out research and activities in fields related to the effect of demographic variables on business. It has 7 key sponsors – Fundaci贸n Santander, Fundaci贸n Bancaria La Caixa, Mapfre, Red El茅ctrica Espa帽ola, Renfe, Telef贸nica, and Sagardoy Abogados – and enjoys the support of collaborating firms like PeopleMatters and a team of experts with extensive experience in the field.


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Presentaci贸n del informe sobre 鈥楲os trabajadores聽s茅niors聽en la empresa espa帽ola: realidades y retos鈥

La聽gesti贸n de los profesionales聽s茅niors聽y聽el聽dise帽o聽de 聽pol铆ticas聽espec铆ficas,聽claves para el futuro聽del聽mercado laboral,聽seg煤n聽el聽Observatorio de Demograf铆a de聽la Fundaci贸n聽IE聽

  • Uno de cada cuatro habitantes en Espa帽a tendr谩 m谩s de 65 a帽os聽en 2031.
  • Los聽responsables del estudio se帽alan que elpeso de los trabajadores聽s茅niors聽va a aumentar en nuestra econom铆a en los pr贸ximos 10 a帽os.
  • El聽90%聽de las empresas聽no tiene聽un plan de actuaci贸n para sus trabajadores聽s茅niors. S贸lo un 15% manifiesta tener planes de prejubilaci贸n para聽los empleadoss茅niors. Son las empresas de mayores ingresos y grandes plantillas.

La gesti贸n de los profesionales聽s茅niors聽y el dise帽o de pol铆ticas espec铆ficas para este colectivo ser谩n claves del crecimiento del mercado laboral, seg煤n refleja el informe sobre 鈥楲os trabajadores聽s茅niors聽en la empresa espa帽ola: realidades y retos鈥 que ha presentado hoy Rafael Puyol, Director del Observatorio de Demograf铆a y Diversidad Generacional de聽la Fundaci贸n聽IE y coordinador del trabajo.聽El informe destaca que 1聽de cada聽4聽habitantes en Espa帽a tendr谩 m谩s de 65 a帽os聽en 2031, el proceso de envejecimiento del mercado de trabajo聽es imparable聽y su聽evoluci贸n redibujar谩 un nuevo mercado de trabajo. El estudio聽cruza聽los datos con聽las proyecciones聽de聽los聽cambios demogr谩ficos y聽eval煤a聽la experiencia y buenas pr谩cticas de 16 compa帽铆as europeas聽sobre gesti贸n de empleados mayores de 55 a帽os.

Los autores del informe destacan que los聽trabajadores mayores de 55 a帽os聽est谩n en buenas condiciones para聽prolongar su vida laboral聽por varios motivos: realizan actividades que no聽requieren desgaste f铆sico,聽gozan de聽buena salud聽y聽las pol铆ticas p煤blicas聽defienden聽el retraso de la edad de jubilaci贸n y las normas para limitar las jubilaciones anticipadas.聽Los responsables del estudio se帽alan que el聽peso de los trabajadores s茅nior va a aumentar en nuestra econom铆a en los pr贸ximos聽10 a帽os por lo que es necesario analizar el impacto de ese retraso en聽la salida del mercado laboral聽y en la productividad global de聽la聽econom铆a.

Retrato robot del empleado s茅nior

El estudio constata que s贸lo un 17,39% del total de empleados en聽las empresas encuestadas tiene聽55 o m谩s a帽os. Si miramos a los mayores de 65 a帽os, el porcentaje de trabajadores se reduce a un 0,52% del total.聽De ellos, un 42,3%聽tiene聽estudios universitarios聽y聽un 11%聽tiene聽estudios de postgrado.聽Del total, un 8% ocupa puestos de alta direcci贸n y predominan los聽hombres (62,17%) sobre las mujeres (37,83%).聽La gran mayor铆a (77,6%)聽desempe帽an聽las mismas tareas que antes de cumplir los 55 a帽os聽y casi el 86% trabaja聽a jornada completa.

En cuanto a las empresas, el 90% no tiene聽un plan de actuaci贸n para sus trabajadores mayores.聽S贸lo un 15%聽manifiesta聽tener planes de prejubilaci贸n聽para sus trabajadores聽s茅niors聽鈥搒on las聽empresas de mayores ingresos y grandes plantillas-. Y el聽60%聽ofrece聽planes de jubilaci贸n parcial聽sobre todo para trabajadores de 60-64 a帽os.

Cada vez son m谩s las empresas que se interesan por la gesti贸n de los profesionales s茅nior y聽dise帽an聽pol铆ticas espec铆ficas. Pero a煤n estamos en una fase embrionaria鈥, se帽ala Rafael Puyol. 鈥淟a mayor铆a de las compa帽铆as desarrollan iniciativas concretas y, en muchos casos, aisladas. Pocas de ellas afrontan esta gesti贸n desde una visi贸n hol铆stica, con una medici贸n de impactos, una planificaci贸n de plantillas a medio plazo y una hoja de ruta con objetivos聽y proyectos concretos鈥, a帽ade.

PeopleMatters, empresa colaboradora del Observatorio de Demograf铆a y 麓Diversidad Generacional de聽la Fundaci贸n聽IE, ha analizado las buenas pr谩cticas en gesti贸n de equipos humanos s茅nior de compa帽铆as europeas como Altadis, Correos, DKV, Gas Natural Fenosa, ISS聽Facility聽Services,聽Reale Seguros, Banco Sabadell,聽Zurich, ABB (Suecia),聽Axpo(Suiza),聽Berner聽(Finlandia), BMW (Alemania),聽Centrica(Reino Unido), Citibank (Grecia),聽Loewe聽(Alemania) y PSA Peugeot Citro毛n (Francia).

Entre las principales conclusiones sobre las buenas pr谩cticas a tener en cuenta en el dise帽o de planes de gesti贸n de empleados聽s茅niors, destacan:

  1. Seguridad y salud laboral.Hay que dise帽ar聽medidas y acciones tanto de cuidado de la salud como de car谩cter preventivo para garantizar el bienestar f铆sico y聽mental de los profesionales聽s茅niors聽para asegurar unmejor desempe帽o y聽menor聽absentismo.
  2. Organizaci贸n y entorno de trabajo.Hay que desarrollar iniciativas para adaptar los puestos al perfil de los profesionales.
  3. Desarrollo profesional.Hay que impulsar el desarrollo profesional de los empleados mayores y evitar聽la obsolescencia de聽conocimiento.
  4. Modelos flexibles de acceso a la jubilaci贸n.聽Hay que dise帽ar nuevas modalidades de trabajo flexible y compatible con la jubilaci贸n, as铆 como acciones encaminadas a facilitar la transici贸n a esta nueva etapa de la vida de las personas.
  5. Preparaci贸n para la jubilaci贸n.聽Hay queconcienciar a los profesionales聽sobre聽aspectos clave tras la jubilaci贸n:聽planificaci贸n financiera, salud, ocio,聽hobbies, relaciones sociales, tecnolog铆a.
  6. Beneficios por edad.Reconocimiento de ventajas para el colectivo s茅nior, tanto durante el desarrollo de su actividad profesional como una vez hayan accedido a la jubilaci贸n.
  7. Sensibilizaci贸n y reconocimiento de la aportaci贸n de valor de los profesionales s茅nior.聽Medidas orientadas a generar una actitud inclusiva hacia los mayores y puesta en valor de su aportaci贸n.
  8. Reemplazo generacional y sucesi贸n.聽Acciones encaminadas a facilitar el reemplazo generacional dentro de las organizaciones, asegurando un relevo ordenado de los profesionales.

El Observatorio de Demograf铆a y Diversidad Generacionalde la Fundaci贸n IE,聽dirigido por Rafael Puyol,聽inici贸 su actividad en 2017聽con el objetivo de impulsar investigaciones y actividades sobre el impacto demogr谩fico en la actividad empresarial. Cuenta con 7 patrocinadores -Fundaci贸n Santander, Fundaci贸n Bancaria La Caixa, Mapfre, Red El茅ctrica Espa帽ola, Renfe, Telef贸nica, y ahora Sagardoy Abogados-, empresas colaboradoras como聽PeopleMatters聽y un equipo de expertos de larga trayectoria profesional.

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