Age alone is not a qualification. At Baloise, however, we are committed to ensuring that it does not lead to disqualification. This is the case, for example, with recruitment. For this reason, Baloise will also be involved in the Basel Stadt trade association's job contact exchange on 9 April for the second time. The first edition was a great success with around 500 participants. Baloise's human resources specialists introduced suitable vacancies, advised the participants in the application process and held numerous interesting discussions. Although there was no employment in this first issue, we were still able to provide a benefit. Applicants were able to update their CVs, conduct interviews without pressure and pick up valuable tips. It was therefore clear to us that we would also be taking part in the 2nd edition.

The topic of older employees is very important to Baloise as part of its diversity strategy. We are also intensively dealing with the topic of "late careers".  The digital transformation and the shortage of skilled workers mean that the retention of both talented and experienced employees, lifelong learning and development strategies for existing employees are becoming a central issue for the long-term competitiveness of Swiss companies. However, little empirical research has been done into how the careers of 50+ employees can be promoted in a targeted manner and when they need to start. For this reason, we are also participating in a research project at the Universities of Applied Sciences in St. Gallen and Northwestern Switzerland. Results are expected by the end of the year.

We hope that the results will provide us with valuable results that will help us to develop our employees better in view of "late careers". Hopefully, we will also be able to use the new findings to improve the recruitment of older employees.