SUSTAINABILITY | 07.08.2025
Manuel Pimentel: “There can be no organizational success without human impact”
Helping people grow so that work becomes a source of meaning: This is the driving purpose of Fundación Máshumano, founded in 2002 to promote workplace environments where people can thrive both professionally and personally, while contributing positively to society. We spoke with Manuel Pimentel (Seville, 1961), a member of the foundation’s board of trustees.
How would you describe today’s labor market? What are society’s main demands?
There has never been as much employment as there is today, even though certain regions are currently under pressure due to a shortage of labor. However, productivity levels remain low, as many of the new jobs are concentrated in traditional sectors, such as tourism in Spain. The market continues to demand profiles with strong academic backgrounds and places increasing value on soft skills and personal qualities, such as an employee’s attitude. At the same time, people are increasingly looking for work that gives meaning to their lives. This is something we must take seriously, because there can be no organizational success without human impact.
What challenges are we facing?
I would highlight several, such as population aging and the mismatch between supply and demand, which will lead to a shortage of young talent for specific roles in sectors like industry, logistics, and agriculture, among others. We’re also facing increasing digitalization and the exponential growth of other economies—like China and India—which are intensifying competitive pressure in European markets. This loss of global competitiveness will accelerate a transformation of the labor environment, which is set to change rapidly over the coming years.
What does it mean for work to contribute to a meaningful life? What initiatives are you promoting?
It means understanding work not just as a means of production, but as a force for personal transformation. The workplace can be a space where individuals develop their full potential. Through human-centered leadership, we can cultivate talent and foster a culture of well-being, leading to greater engagement and productivity. That’s why at the foundation we support organizations in designing environments where human development and organizational value reinforce each other. We promote best practices in key areas such as digitalization, diversity, and inclusion, all with the aim of supporting both professional development and personal well-being across teams.
What impact does generational diversity have in the workplace?
Encouraging collaboration between younger and older workers is vital. Younger generations bring agility and adaptability, particularly through their comfort with technology and their ability to navigate new social realities. Senior professionals, meanwhile, contribute experience, knowledge, and leadership skills. This synergy is powerful: it enables young people to acquire technical expertise and fundamental values, while encouraging older professionals to stay current and competitive.
What are the main barriers faced by people with disabilities? How can companies improve their practices in this regard?
We’re witnessing a significant cultural shift around the values of diversity and inclusion. Many taboos and prejudices regarding the talent of people with disabilities are being dismantled. Through the social and workplace inclusion of these individuals, committed organizations—like MAPFRE—are working to create ethical and human value, helping to close inequality gaps. It’s not just about filling a position; it’s about developing talent. Smart people management should focus not on a person’s functional characteristics, but on their abilities and strengths. Despite these qualitative advances, as a society we still have a long way to go to achieve full inclusion.
What can be done to ensure equal opportunities?
We live in a diverse society, and that diversity must be deeply embedded in a company’s core values. From a regulatory standpoint, we’ve seen meaningful progress regarding gender equality, but real change also depends on day-to-day efforts: addressing unconscious bias, habits, and cultural norms, both at home and in the workplace. There’s still much work to be done at the personal level; for example, achieving a fair distribution of domestic and caregiving responsibilities. Family life and work life must complement each other if we are to reach true equality.
How is the growing focus on sustainability affecting organizations?
Sustainability is an increasingly valuable and essential principle. Every step we take in this direction is an investment in a more balanced and responsible future, one that benefits both current and future generations. Organizations that fail to integrate environmental, social, and good governance values face growing risks, not only financially but also reputationally. Sustainability shouldn’t be pursued merely to comply with regulations. It must be embraced as a personal conviction, one that ensures the long-term viability of the system and makes businesses more competitive.
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