Currently, the unemployment rate, which stands at 3.2%, is the highest in the last five years, although it is not particularly high compared to other European countries. In recent years, the Ticino It has seen the demise of numerous companies, in the trading, fashion, and supply chain sectors, as well as in the banking and trust sectors. This phenomenon is partly attributable to geopolitical crises, disorientation with changing trade policies, and the weakness of institutions struggling to support the most vulnerable citizens.
It is the mirror of a non-world that is no longer able to intercept the needs of either the youngest or the most experienced professionals: a problem of society that is becoming humanly impoverished, not to mention the resulting social costs.
Thus, we encounter more and more young people who can't find work because they lack experience and no one is willing to train them anymore, easily replaceable with AI, as well as the less young because they are too expensive and therefore the first to pay for restructuring, relocation, and cost (and salary) reductions.
Policymakers are increasingly targeting new ventures, primarily in the start-up and research sectors. While this approach can contribute to a sustainable, progress-oriented economy, its impact remains limited, as most start-ups employ one or two people. Consequently, it doesn't really increase employment, and two groups remain hardest hit: young people entering the workforce and more experienced workers.
Young people deserve a separate chapter. Conversely, one of the most surprising situations is the difficulty faced by senior professionals, who boast managerial skills, knowledge of business processes, linguistic abilities, and even technology. These individuals, with years of experience and consolidated skills, and with several years of work ahead of them before retirement, often face nerve-wracking challenges in reintegrating into the workforce, which increasingly leads them to a state of genuine desperation.
To address this increasingly serious problem, it is essential to adopt a new vision of work and senior roles. Companies should recognize the value of experience and expertise, while also creating a corporate culture that values generational diversity, as interactions between different age groups can foster the exchange of ideas and creative solutions.
Recognizing and enhancing the wealth of skills of senior professionals is not only an ethical duty, but a strategic necessity for companies aiming to innovate.
