Putting in place policies that work for all generations will also be an important part of getting the most out of a multi-generational workforce
Different generations have different viewpoints, different needs and different challenges and there is nowhere that that is more true than in the workplace. It is ironic then that when we talk about diversity policies, age diversity is rarely included. Remedying that would arguably help both workers and organizations, but doing so will take considerable effort.
The two younger generations at work are the ones that will exert increasingly more influence over the next decade. The Millennials, born between 1981 and 1996 are in their early 40s through to their late 20s, the ages when they are powering the economy in many ways by working, forming families and buying homes . Gen Z are also rapidly becoming workers as well. Born between 1997 and 2012, they are now aged between 12 and 27 and will exponentially make their mark at work in the coming years.
As any policy maker knows, pleasing all generations is tricky. A retired boomer with a paid off house might be happy to see high interest rates because it gives them a nice, low-risk return on their savings, while a Millennial who is renegotiating their mortgage wants rates as low as possible. Government policies like low-priced daycare may garner votes from Millennial parents but be of little interest to Boomers or Zs.
One starting point to doing so is simply to use the same DEI handbook that applies to other kinds of diversity and apply it to age. Even if stereotypes are set aside, however, there is much more organizations can do to get the most out of multi-generational workforces. One starting point is simply to encourage interaction between workers of different generations and encourage formal and informal networking.
Ordid20000 DEI Work Generation Diversity Age Workers Worker Workplace Workforce Pricewaterhousecoopers LLP Statistics Canada American Psychological Association
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