Generations learn together and from each other

From 24 to 30 April 2026, Intergenerational Week puts a topic in focus that remains important for ERGO and the entire Munich Re Group: How can we foster strong collaboration and knowledge transfer across generations?

One company, four generations, many perspectives. At ERGO, Baby Boomers, Generation X, Generation Y and Generation Z work together. Each generation brings its own experiences, ways of working and expectations. That is exactly where our strength lies. When different perspectives come together, they spark new ideas, better solutions and stronger collaboration.

Distribution of generations across ERGO worldwide in percentage terms for the years 2024 and 2025

As the figures show, the proportion of older generations is decreasing, while younger generations continue to grow compared with 2024. This underlines why our focus on generations remains a strategic priority: it enables us to proactively respond to shifting workforce dynamics and build a strong, diverse talent pipeline for the future. At the same time, it underscores the importance of continuous exchange and knowledge transfer to ensure that the valuable know-how and experience of the Baby Boomer generation are preserved and shared.

As our organisation and markets evolve, fostering strong connections between career stages is also essential. Combining experience with fresh perspectives strengthens problem‑solving, deepens organisational learning and helps us meet the needs of our clients in an increasingly complex environment.

Our drivers for Generations

Across ERGO and the whole Munich Re Group, our Generations agenda is anchored in three drivers that support our ambition to build balanced teams and inclusive career paths:

1. Strengthening knowledge transfer and lifelong learning
We create opportunities for colleagues to learn from each other across age groups – from structured programmes to everyday collaboration.

2. Building inclusive teams across career stages
Our leaders play a critical role in fostering teams that combine experience, innovation and diverse perspectives.

3. Enabling intergenerational career development
We support colleagues at all career stages by adapting learning, development and mentoring offerings to fit different phases of professional life.

Global initiatives for intergenerational collaboration

To make intergenerational collaboration work, we need opportunities for connection, exchange and shared learning. In celebration of Intergenerational Week, we are highlighting initiatives and programmes from different countries that show how we are shaping diversity and progress across our organisation – in our teams, in the way we work and in our culture. These examples represent many more activities across the Group.

Belgium: “Manage Age Diversity” training at DKV Belgium

DKV Belgium introduced the “Manage Age Diversity” training for managers. The aim is to better understand and actively promote collaboration between generations. After all, leadership also shapes how knowledge is shared and how different strengths are used.

Piet Calcoen, Head of Medical at DKV Belgium and training participant

How have you personally benefited from participating in the initiative in a professional context?

“What stayed with me most is the understanding that our brains are highly adaptable – thanks to neuroplasticity, we continue to learn, evolve, and grow at every stage of our lives. This is not just a personal belief, but also reflected in European values, legislation, and case law that firmly reject age-based discrimination.”

What advice would you give your younger self today in a professional context?

“If I could give advice to my younger self, it would be this: never let age – yours or others’ – shape your expectations. Stay curious, remain open to learning from everyone around you, and trust in your ability to adapt. Growth has no expiration date.”

Germany: Reverse Mentoring at ERGO Deutschland

Reverse mentoring turns the traditional mentoring model upside down: younger Generation Z employees are mentors for experienced leaders. This creates a valuable perspective shift that both sides can benefit from. The aim is also to broaden the knowledge of the older generation so they can meet the demands of a rapidly changing world of work. Reverse Mentoring is a strategic tool of ERGOs generation management. Since 2024, 18 tandems have participated.

Olaf Bläser, Member of the Board of Management of ERGO Deutschland AG, responsible for Property & Casualty Insurance and Reverse Mentoring participant

How have you personally benefited from participating in the initiative in a professional context?

Through personal exchange, I was able to engage in another form of self-reflection within my work environment, which provided valuable and positive insights.

What advice would you give your younger self today in a professional context?

It’s important to find the right balance between different opportunities, options, and risks - just as it is between work and personal life.

Poland: GenSharing at ERGO Hestia

GenSharing is an intergenerational mentoring programme that brings together employees with an age difference of around 15 to 20 years. During the period of six months, the pairs meet for 12 mentoring sessions. Since its launch in 2026, 20 pairs have been formed to share knowledge, ask questions, exchange experiences and gain new perspectives together.

Marta Załuska, Project Manager in the Actuarial Department and a GenSharing participant:

How have you personally benefited from participating in the initiative in a professional context?

GenSharing helped me build supportive relationships and open new opportunities through respect, curiosity, and continuous learning.

What advice would you give your younger self today in a professional context?

People are valuable at any age. Stay open to different perspectives and share your own.

Spain: Legacy DKV at DKV Spain

The Spanish programme preserves critical know‑how as senior employees approach retirement. In 2025, 68 experts were identified as key knowledge holders, ensuring their experience is passed through structured development dialogues and tailored handover plans. The programme strengthens intergenerational collaboration and protects strategic capabilities for the future of DKV.

Maribel Sancho, Fraud Control Physician, member of the DKV Legacy Programme

How have you personally benefited from participating in the initiative in a professional context?

Collaboration that accelerates learning, integration, and the transfer of knowledge.

What advice would you give your younger self today in a professional context?

Be open to change, seek growth opportunities, embrace responsibility, and stay resilient in challenges.

Munich Re: Beyond Generations employee network in Germany

In Germany, the Beyond Generations Employee Resource Group fosters exchange across career and life stages by bringing together colleagues to share perspectives, experiences and ideas. The ERG focuses on strengthening networking, learning and visibility and supports open dialogue across generations, helping teams leverage the strengths of Munich Re’s multigenerational workforce.

Christa Schwimmer, Chief Executive for Specialty Reinsurance, Lloyd’s & Bermuda and sponsor of the Beyond Generations Employee Resource Group

How have you personally benefited from participating in the initiative in a professional context?

True strength in a team emerges when colleagues across generations collaborate, sharing experience, energy and different perspectives.

What advice would you give your younger self today in a professional context?

“Choose what truly matters. As when you love what you do and bring passion to it, time is never wasted but simply well spent.”