Youth and intergenerational leadership: crucial factors for making businesses more innovative, inclusive and ESG-oriented

The social impact of the corporate agenda is currently enmeshed in a phase of complexity, polarization and demographic transformation that calls for new forms of leadership and an inclusive mindset. The coexistence of as many as five generations in a single company increases the need for shared solutions and situates young people as key players in boosting sustainability, social impact and transparency. These are some of the findings of the talk ‘Juventud y liderazgo intergeneracional en la empresa’ (Youth and Intergenerational Leadership in Business)’ held today in the framework of the Esade - SERES Foundation Series, a forum for reflection in which executives and experts gather to examine the part played by businesses in addressing major social challenges.

During the introduction, Ana Sainz, CEO of the SERES Foundation, emphasized that “the intergenerational challenge is one of the greatest economic and social challenges facing Spain. We need companies able to join forces to address common challenges such as employability, training and the new life expectancy, and to situate people at the core of strategy. This new reality poses challenges but is also a unique opportunity to bring generations together to build the future we need.”

Ignasi Carreras, professor and director of NGO Management Training Programs at Esade’s Institute for Social Innovation, addressed the complex external landscape facing many companies, a landscape that often obliges them to go against the grain. In this respect, he pointed out, “when you have to go against the grain, new dynamics are necessary in order to revamp ESG: new alliances, new ideas, new impetus and new leadership.” He also emphasized that “if companies are to move forward, they must adopt new approaches in order to address current and future challenges,” highlighting that young people are emerging as key driving forces of ESG innovation. “Millennials and Gen Z are not only interested in the sort of work they’ll do, but they also care about the company where they’ll work and their working conditions,” he explained. In this scenario, Carreras added that “these generations don’t want to just answer questionnaires, they’d rather help boost ESG and have a much more prominent role.”

Intergenerational collaboration: a springboard for innovation and talent 

Throughout the discussion, participants agreed that taking all generations’ perspectives into account not only responds to a growing demand by society but also constitutes a strategic lever for addressing the technological, demographic and cultural changes that will shape the future of business and its relationship with the world at large.

Against this backdrop, Óscar Gutiérrez, Head of Corporate Social Responsibility at Randstad, pointed out that “young people are not only an agent of change on account of their values, but also a strategic imperative because of their demographic scarcity. In a scenario characterized by a shrinking workforce, a company’s social dimension has become a yardstick for attracting talent: new generations want equality and future employability despite the onset of AI. At Randstad, we’ve confirmed that what matters is not generational replacement but the ‘Great Adaptation’ which involves fostering non-linear career models and two-way learning with young and senior talent helping each other.”

From a leadership and organizational culture viewpoint, Rosa Junquera, Head of Sustainability at PRISA, emphasized that “only truly intergenerational leadership will enable us to transform corporate commitment into a veritable powerhouse of innovation and impact. We need more space for collaboration and dialogue between different perspectives in order to accelerate change. Today’s young people must help build the world they will lead tomorrow.” She also underlined how new narratives and digital environments influence how young people keep up to date, participate, and demand credible commitments from organizations.

Finally, Carlos Marina, Chief of Staff at HP Iberia, underscored how diverse teams can drive corporate change. “The sustainability of the future will not be written in reports but in teams that combine purpose, generational diversity, and a desire to transform things.” He also pointed out that “innovation springs up where purpose, technology, and young talent coincide. That is where companies shift from talking about impact to making it happen,” emphasizing the need to evolve toward more open, collaborative leadership models based on networks.

Since 2011, the Esade - SERES Foundation lecture series has gathered together 150 speakers at more than 50 lectures addressing trends, experiences and good business practices in the realm of social issues, whilst bolstering the contribution made by businesses – key players in economic and social progress. Acerca de Fundación SERES