Do you know the average generational composition of Spanish companies?
In the dynamic world of events, generational diversity in work teams has become a decisive strategic advantage. Based on data from the latest Economically Active Population Survey (EPA), the average composition in Spanish companies is 16% Gen Z (born between 1995 and 2010), 22% millennials (1982–1994), 53% Gen X (1965–1981) and 9% baby boomers (before 1964).
“Generational diversity is not a passing trend, it is a real need for an industry as transversal as the events industry,” says Sandrine Castres, general manager of MCI Spain & Portugal.
“In the same congress we can have a boomer CEO, a Gen Z influencer and a millennial technical expert. Our team must be prepared to understand, empathize and connect with all of them,” he adds.
This diversity translates into different ways of thinking, complementary work styles and a variety of skills that enrich projects. While boomers and Gen X bring experience, resilience and strategic vision, millennials and Gen Z introduce digital agility, disruptive creativity and a refreshing approach to sustainability and brand purpose.
“Sustainability is not an add-on, it should be central to the design of an event. New generations grow up with a strong awareness of the environmental and social impact of every action. We must ensure that this vision is integrated into every phase of our projects," says Ingrid Gómez, Sustainability Coordinator at MCI Spain
The events industry is one of the industries most affected by sociocultural and technological changes. According to an EY report, organizations that embrace generational diversity are more likely to adapt quickly to market transformations, innovate in their proposals and generate inclusive experiences for their audiences.
In this sense, MCI's commitment to multigenerational teams is also a commitment to the future of the industry. Each generation gives us a different key to better understand our target audiences," says Castres.
In addition, this combination of ages allows us to integrate the talents of younger generations and to listen to their new proposals. This approach benefits from the knowledge and trends that young people experience on a daily basis, which drives a constant renewal of knowledge within the organization. In turn, the older generations pass on their experience in strategic thinking, critical thinking and crisis management.
Multigenerational approach
The multigenerational approach is particularly effective at international events and congresses, where professionals of all ages and diverse cultural backgrounds come together. The success of an event today depends on its ability to resonate emotionally with diverse audiences. And for that, the first thing is to have a diverse team that understands those differences from within,”, adds Castres.
In addition, according to Albert García, Sales Strategy & Enablement Manager at MCI Spain, “success in sales today is not only measured by numbers, but by the ability to connect in an authentic way. Generation Z and Millennials are looking for brands that have a real purpose.
Fostering generational diversity is not without its challenges. According to Randstad, key challenges for organizations include managing differing work expectations, communication styles and intergenerational leadership.
The main challenges for organizations include managing differing work expectations, communication styles and intergenerational leadership.