Building Inclusive Workplaces for All Ages

  According to an article written by Tracy Brower, Senior Contributor to The Forbes, a study conducted by LiveCareer and Oyster provides insight into workplaces with multigenerational workforces and shows that there are many similarities in what different age groups consider most important in the workplace.  Eighty-nine percent of respondents viewed generational diversity in the workplace as a positive element of the job and 87% viewed the opportunity to learn from each other as good for their experience. It is beneficial to learn from the multiple perspectives of each generational group. Still, it is important to know that challenges such as conflict can arise, which should not be eradicated, but should be managed to ensure that people have the opportunity to speak up and be heard. The study also highlights that, despite generational differences, there are common concerns among workers and priorities evolve throughout life, from early career growth to efficiency and family re...

  According to a study conducted by Westfield Health, 73% of workers between the ages of 18 and 24 were satisfied with their jobs but despite that, 55% are considering a new position. This compares to workers aged 55-64 where 54% were dissatisfied with their position but only 30% of them expressed interest in changing jobs. The life cycle of job satisfaction is an enigma for companies and HR teams now face a challenge where they must not only address the issues of a multigenerational workforce but must also be able to understand the challenges employees face at different points in life and the individual differences in what they want. The article then mentions two major challenges for companies, being able to retain younger workers and being able to prevent resentment in older workers. Younger workers are difficult to predict, as they may show that they are happy with their current position, and still want to seek new opportunities, so to retain them, companies must develop a sol...

In the article "Can 5 Generations Coexist in the Workplace?" Jack Kelly, CEO, experienced recruiter, and founder of WeCruitr a company dedicated to recruiting executives and professionals at top-tier companies, addresses the complex dynamics of having five generations in today's workforce. These generations include the Silent Generation, Baby Boomers, Generation X, Millennials, and Generation Z, each with different expectations and mindsets that can lead to generational biases. An EY U.S. Generation 2022 survey on corporate culture revealed that more than 90% of employees believe that company culture influences their decision to stay with the organization. However, there are notable differences between the generations. Baby Boomers show limited interest in corporate culture, with less than 30% indicating that it influenced their permanence. In contrast, Generation Z and Millennials value culture at 40%. Younger workers and LGBTQ+ employees care about the company's co...

The article "Understanding Generational Diversity: Why It's Important To The Future Workplace" written by Mary Cooney, who is a Generational Diversity Consultant, explains why generational diversity is important for companies and what challenges it presents. Diversity in the workplace is an important issue today. Racial or gender diversity is already a managed issue in companies, but generational diversity is often overlooked, and it is important to point out that according to a 2018 Ranstad Wormonitor study it was evident that 86% of workers prefer to work in multigenerational teams. Generational diversity refers to having a wide range of generations in the workforce. In today's world, companies have up to five generations in the workforce, Gen Z, Millennials, Gen X, Boomers, and Traditionalists. Each generation has been shaped by the era in which they grew up, which determines their distinct way of viewing the world. For example, Traditionalists (born between 192...

  The article "Bridging Generational Divides in Your Workplace" written by Debra Sabatini Hennelly who advises executives and boards on how to improve organizational resilience by creating cultures of openness, inclusion, integrity, and innovation; and Bradley Schurman who is an expert on demographic change and how it alters social, cultural, political and economic norms in the United States and around the world, published in Harvard Business Review, addresses the issue of generational differences in the work environment and how companies must adapt to changing demographics to ensure sustainable growth in the future. The working-age population in the United States is declining, and no significant increase is expected in the near term due to the lack of a baby boom and early retirement. During the pandemic, many companies laid off older workers due to age discrimination and cost-cutting measures, resulting in loss of experience and loyalty, and did not consider that there w...