Frequently asked questions

The badge is the visible expression of the commitment. Behind it sits a structured process that helps the organisation identify its starting point, benchmark against international standards, and continuously advance its leadership, talent and culture practices around generational diversity.

Approximately one month, structured across four stages: application, assessment, onboarding and activating results.

The certification is contracted for periods of 2, 3 or 4 years. At the end of the contracted period, the organisation completes a recertification process to renew its recognition.

The methodology adapts to each organisation's maturity level and context. It is especially relevant for organisations facing talent retention challenges, technological transformation, or critical knowledge succession, regardless of size.

Silver Mind is the exclusive representative in Chile of the Certified Age-Friendly Employer® certification, and supports Chilean organisations in accessing 55/Redefined's full ecosystem of solutions - including Age IQ, Age IQ+, CAFE Plus and Me/Redefined.

Age IQ provides an initial snapshot of the organisation's age inclusion, with a score out of 100 and initial recommendations. Age IQ+ deepens that analysis using real workforce data and industry benchmarks, producing a more detailed action plan.

A solution that combines coaching for people at the mid-career stage with aggregated intelligence for the organisation - anonymised insight into motivation, career intent and attrition risk that helps guide talent and retention decisions.

An initial conversation with Silver Mind helps identify the organisation's main challenges and define whether the best starting point is a diagnostic, Certified Age-Friendly Employer® certification, or a complementary solution.

Every organisation starts from a different reality. Silver Mind helps identify specific needs and define which solution, or combination of solutions, will generate the greatest impact given each organisation's talent, culture and leadership challenges.

According to Chile's 2024 Census (INE), the share of the population aged 65 or older rose from 6.6% in 1992 to 14% in 2024 - doubling in three decades, while the population aged 14 or under fell from 29.4% to 17.7% over the same period. This means longer working careers and an increasingly multigenerational workforce. The challenge is not only bringing more older people into the workforce: it is adapting how organisations attract, develop and retain talent across the whole working life, avoiding knowledge loss and strengthening collaboration between generations.