At their best, multi-generational workplaces create opportunities for shared learning and a diversity of experience. However, they can also bring tensions around different approaches to work, communication and expectations. To assess the age dynamics within its walls, Insper has been conducting its first age diversity survey. So far, 130 participants have shared their views on collaborating with different generations in the workplace, with the school uncovering notable differences in how different generations perceive topics on the subject. For example, older employees are more likely to report challenges around co-existence and integration between different generations. The survey aims to highlight and support DiverInsper’s Generation Affinity Network; a strategic space for listening to and welcoming different perspectives, as well as building a stronger sense of inclusion and respect for all ages within the organisation. “We tend to associate generational challenges with specific themes, such as adapting to technology for the more experienced or entering the corporate environment for the younger ones. In practice, however, the challenge is shared by everyone: learning to co-exist, collaborate and build bridges between different experiences,” noted Vilma Santos, leader of the Generation Affinity Network. By looking inwards to better understand generational perspectives, the institution hopes to strengthen its activities and student experience, as Kelly Azevedo, educational projects analyst and network leader explained. “It will show where we are succeeding and where there are opportunities for improvement.” EB ONGOING RESEARCH DELVES INTO GENERATIONAL PERCEPTIONS & DYNAMICS SCHOOL : Insper, Brazil
It may seem counterintuitive that investing abroad can create jobs at home. Yet this question sits at the centre of an ongoing debate about the effects of outward foreign direct investment (OFDI). A new study published in the Journal of International Business Policy co-authored by Copenhagen Business School assistant professor Vera Kunczer offers a new perspective on the topic. In an analysis of OFDIs pertaining to multinational firms in 13 emerging market economies, larger investments relative to the size of the organisation involved are more likely to create additional work and boost domestic hiring. For example, if an investment is large relative to a firm’s size (approximately 10 to 20 per cent of a firm’s assets or sales) it can increase demand for co-ordination, monitoring, information processing and production support, meaning the organisation may need to hire more people domestically. This effect was strongest among state-owned firms and when investments were greenfield projects – in other words, when new facilities were built abroad rather than existing facilities being acquired. In short, two organisations making the same investment overseas could produce two very different domestic outcomes. The takeaway for policymakers is that the effect of OFDI on domestic employment is company-specific, influenced by the firm’s size and capacity constraints. The paper challenges assumptions that OFDI simply moves jobs overseas, demonstrating that such investments can create jobs domestically when they drive organisational growth. The research, co-authored with Amsterdam Business School’s Guus Hendriks, also highlights the importance of considering relative investment size rather than absolute amounts when assessing the impact of OFDI. EB STUDY FINDS LARGE FOREIGN INVESTMENT BOLSTERS DOMESTIC EMPLOYMENT SCHOOL : Copenhagen Business School, Denmark
10 Ambition • ISSUE 4 • 2026
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