(Adnkronos) - “La ricchezza delle aziende è legata al ricambio generazionale. I giovani portano con sé competenze attuali come il digitale, ma anche una visione diversa del mondo ed una creatività che deve essere implementata”. Così il Direttore Centrale delle Entrate dell’Inps, Antonio Pone, a margine del suo intervento all’evento “Giovani e Futuro” organizzato dall’istituto nell’ambito del Forum PA che si sta tenendo a Roma presso il Palazzo dei Congressi.
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00:00 The institute has a series of information that allows for many analyses.
00:04 The analysis we carried out, which was conducted in collaboration with university research studies,
00:11 shows that there are interesting dynamics for young people.
00:16 Under a profile of the creation of a dualism between new start-up companies and more mature senior companies,
00:25 the average age of the employees is increasing.
00:30 The career space is paradoxically decreasing because the seniors, the over 55s,
00:36 remain in the company longer than in the 80s.
00:40 There is a retributive differential between young and seniors,
00:45 which has increased from 20% in the 80s to 40% today.
00:50 This is due to a series of factors, including a lower level of income and a career mechanism
01:01 that is not as fluid as in the past,
01:04 due to the fact that the aging of the active population within these companies
01:09 reduces the space being occupied by colleagues of a higher age.
01:15 There is also another dynamic for start-ups and young companies,
01:20 where the retributive dynamics are potentially more interesting from the start,
01:26 but above all there is the possibility of reaching more qualified positions
01:30 in relatively short times compared to the times
01:33 with which we reach the more mature and consolidated companies.
01:37 This problem is also being proposed within the public administration
01:41 in an even more accentuated way due to the fact that in the last 15 years
01:45 more or less all public administrations have been characterized by the turnover block,
01:50 which clearly has been created.
01:52 Compared to the reversal of the pyramid for age cohorts within companies,
01:57 in the administration there are real gaps that concern some age cohorts
02:03 that are not simply present.
02:06 Very often we find a polarized distribution between young people,
02:11 that is, figures who occupy the lower age cohorts,
02:14 and seniors who are perhaps in a higher age of 50.
02:18 It is evident that under a profile of impact in terms of career system,
02:22 all this creates potential links.
02:25 The wealth of companies and therefore also of the administration
02:28 is also linked to the exchange of skills.
02:30 Young people bring with them current skills,
02:33 digital skills, a different vision of the world and of reality,
02:37 a creativity that must necessarily be implemented within companies.
02:41 A company cannot live, of course, simply in an age distribution
02:46 in which only figures with a certain number of years of age are present.
02:50 It is part of the company's and the administration's philosophy
02:53 to be able to count on contributions that come from all age groups.
02:57 This is why it is important to promote the entry of young people,
03:02 and also not to frustrate the career paths of young people.
03:06 In the field of public administration, this type of dimension
03:10 must be carried out in the critical analysis of the consequences of the turnover block,
03:15 because clearly the turnover block has completely disregarded the consideration of these aspects.