Capturing talent without prejudice: Why your company should eliminate ageism

Are you wasting valuable talent due to age?

Spain is in full economic recovery, with a general unemployment rate in decline (10.9% at the beginning of 2025, according to the INE). However, one of the major challenges of the current labor market remains age discrimination. Today, nearly 32% of unemployed people are over 50 years old, a figure that not only affects thousands of qualified professionals but also companies that miss opportunities to incorporate experience and strategic vision.

Eliminating ageism in selection processes is not just an ethical issue: it is a decision that directly impacts your company's productivity, innovation, and reputation.

What benefits does senior talent bring to your company?

Betting on generational diversity and actively combating ageism generates multiple competitive advantages. Here are some facts that demonstrate this:

• According to the ILO (2025), companies that implement inclusive policies with senior talent achieve increases of up to 25% in productivity and innovation.
• Studies by the Ministry of Labor confirm that companies with an inclusive culture improve their reputation as an employer brand by 20%, thus facilitating the attraction of highly qualified talent.
• Generational diversity policies reduce labor turnover by up to 30%, minimizing the costs associated with the selection and training of new employees.

Including senior profiles in your executive recruitment, qualified personnel selection, or headhunting processes allows you to build more solid, balanced, and resilient teams.

How can your company combat workplace ageism?

Eliminating age bias requires taking action. These are some key measures to build an inclusive corporate culture:

Training against generational biases

Train your Human Resources team and managers in identifying age-related biases. Opt for awareness programs that promote an objective evaluation based on skills.

Skills-based selection

Incorporate tools such as blind resumes, structured interviews, or skills-based assessments. This ensures talent recruitment processes based on real experience and abilities, not stereotypes.

Update and professional development plans

Offer training adapted to senior professionals in areas such as digital transformation, soft skills, or leadership. Continuous learning should be accessible to the entire team, regardless of age.

Work flexibility for experienced talent

Incorporate measures such as hybrid teleworking, reduced hours, or active retirement transition programs. These policies allow you to retain key talent without losing productivity or motivation.

Servitalent: recruitment without prejudice, only with strategic vision

At Servitalent, we believe that talent has no age; it simply adds value. Therefore, our Executive Search, Talent Search, and Management Assessment services are designed to identify the best professionals in the market without discriminating based on generational criteria.

We help you build a more inclusive employer brand and access a broader range of skills with high strategic value.

Are you leveraging the full potential of senior talent in your company?