Every day we read about how our country is ageing, in terms of seniority in companies as well. Currently, Seniors aged 50 and above constitute 64 percent of the European labor market, and this figures are expected to rise.

 

Our experience suggests that following this trend and working on Diversity in the corporate world has become a major issue.

Integration and inclusion between Senior and Junior roles are key drivers to ensure organisational wellbeing and consequently the achievement of company results. This can help reduce gaps in values and technical skills.

For people over 50, Reverse Mentoring paths can be set up with the aim of facilitating a two-way flow of know–how and fostering knowledge exchange. In this pathway, both Senior and Junior workers alternately play the role of Mentor and Mentee.

Seniors are generally people who are over 50/55 years old. They have a strong sense of community and strong values, very solid competences and a high level of expertise.

Juniors are people who are under 30 years of age. They are at ease using technological and communication tools and have a very flexible approach to the professional world, which enables them to seize the opportunities they come across.

 

When these two different professional figures are involved, Reverse mentoring can achieve several goals:

 

• It promotes the development of technical skills and know-how, which is beneficial for both seniors and juniors but for the company too.
• It enhances professional motivation.
• It stimulates constructive confrontation, encouraging the development of innovative problem-solving strategies.