In recent years, the term ageism has gained traction to describe a reality that, although it has always been present, is now more visible: discrimination based on age. This discrimination can affect both older and younger people, and in a world of work increasingly marked by emerging technologies, automation and artificial intelligence, it becomes a challenge that we must face consciously and collectively.
From analogue processes to artificial intelligence: a journey of adaptation
Those who belong to the so-called silver age, people with extensive life and professional experience, have lived through profound technological transformations.
They went from consulting physical books in libraries to searching for information in seconds; from printed forms and analogue processes to fully digitised platforms; from the arrival of the internet to automation, and now to the rapid expansion of artificial intelligence.
We learned without Google and without YouTube tutorials. We learned with patience, reading, observation, and trial and error. And yet, here we are: challenging ourselves, evolving, and staying active in a world that never stops.
The adaptability of the silver age is a testament to the value of experience, resilience, and curiosity. And that value deserves recognition, without being underestimated.
And what about young people? The other side of ageism
Ageism doesn’t just affect those who already have decades of experience; it also hits younger people.
Phrases such as: ‘You’re too young for that position’; ‘You’re not old enough to lead’; ‘You don’t have enough experience to make decisions’ are just as harmful as their counterparts directed at older people.
Both extremes show the same problem: the misconception that age determines ability.
But the reality is that age does not define talent or determine leadership; nor does it condition creativity, commitment or learning potential.
The key lies in the respect and value we bring together
In an increasingly diverse and multicultural work environment, what really strengthens an organisation is intergenerational collaboration.
Experience adds value. Innovation adds value. Diversity of perspectives adds value.
Companies that understand this — such as Telefónica, which promotes programmes and spaces for inclusion and continuous learning — know that the future is built with everyone, without excluding anyone because of their age.
Challenging ourselves means moving forward
Today, the silver generation leads, innovates, undertakes new ventures, learns new technologies, uses AI, and continues to contribute with a broad vision and a sense of purpose. And young people arrive with energy, fresh ideas, and new ways of seeing the world.
The challenge is not to compete between generations, but to empower each other. Because in the end, working in a fair and respectful environment means recognising that we all have something to contribute, and that human value is not measured in years, but in attitude, learning, and collaboration.
