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The "Next Generation" of Diversity and
Inclusion
June 2008
Here is a startling prediction: According to The American Society of
Training and Development (ASTD), 76 million Americans will retire over
the next two decades. If this isn't enough cause for concern, it is also
estimated that only 46 million will be arriving to replace them. This
means there will be a shortage of skilled workers as the Baby Boomers
begin to retire and Gen X and Gen Y-ers take over the workforce.
To address this workforce challenge of the future, proactive companies
should adapt their Diversity and Inclusion practices of today to
accommodate the next generation of employees. The youngest generation,
Generation Y, is the most ethnically diverse group that our society has
produced. One out of three members of this generation is part of a
minority group. Members of Generation Y have been surrounded by
diversity for most of their lives, and are comfortable working and
interacting with people outside of their own ethnic group. With this, a
shift in focus from the traditional race and gender issues surrounding
Diversity might be necessary to encompass a more “inclusive Diversity.”
This might include opening discussions on the use of technology,
communicational differences, and working virtually to name a few.
To assist in this process, we have composed a checklist that HR
professionals can use to prepare for the next generation of employees.
Best Practices for
the “Next Generation” of Diversity and Inclusion
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Prepare your current team to address issues that may prevent,
discourage, or undermine productivity, trust, collaboration,
respect, and morale. This means identifying potential sources of
conflict and collaboration. |
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Set the standard for open, nonjudgmental communication. Show
respect for all workers, and demonstrate your knowledge and
awareness of the differences that exist in the workplace. Your
attitudes and actions influence your staff; if you seem
uncomfortable with age differences within the department, others
will surely take note. |
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Expand your organization's Diversity and Inclusion initiatives
to address differences that, until now, may have been thought to
be too progressive or “taboo” for your corporate culture. For
example differences in the way we view the use of technology,
communication preferences, work-life balance, and career
advancement. |
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Provide detailed information that explains the reasons change
needs to occur or how the process will work from beginning to
end. Be sure to include an explanation of how it will influence
your business case, your people, and compliance to the company's
internal, local, state, and federal policies and procedures. |
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Acknowledge the generational tensions your employees may be
feeling. To get everyone working together, they need to
understand the unique strengths and weaknesses of each
generation and identify the points of friction among them. |
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Avoid managing your employees based on your own core values.
Understand, for instance, that while as a Baby Boomer, you may
value commitment to the company and working long hours. However,
a younger generation may find more value in “life-balance.” Be
sure that you are judging all of your employees on merit and
performance in what is required of them. If conflict does arise,
do not automatically take the side of whoever shares your
perspective. Maintain objectivity and give both sides a fair
hearing. |
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Be flexible with your company's standard procedures. It may be
wise to explore offering telecommuting options, flexible
scheduling, or consulting arrangements that give older and
younger workers varying levels of work/life balance in keeping
with their priorities. Failing to take into consideration the
differences among generational groups puts your firm at risk of
losing talented workers. Providing the flexibility to leverage
the strengths of each guarantees a more satisfied and productive
workforce. |
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Avoid the “do as you're told” approach to management or leading.
This means asking employees of different generations for their
perspectives, ideas and/or solutions when dealing with a
workplace problem or unfamiliar task. Recommend that your
employees “put themselves in the other generation's shoes” by
exploring what might be important to another generation's point
of view. |
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Set realistic goals for the Gen X / Gen Y-ers to move up the
corporate ladder. This criteria should be tangible and done
publicly as it is important to younger generations to be
motivated by what's on the horizon. |
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Foster an inclusive environment where mistakes are tended to
quickly and effectively by employees and leaders at all levels.
Accountability and resolution are imperative to the newer
generations. |
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Promote opportunities for mentoring. This often includes
coupling the seasoned generations and the younger generations.
For example, seasoned generations can teach and share their vast
experience and expertise. In the same sense, younger generations
can share new techniques, approaches, and outlook to current
procedures. |
By adapting these pointers into your
daily duties, you will inevitably better serve and motivate your diverse
generational team.
This checklist is an abbreviated version of a four-chapter talent
selection module found within our Power of Four e-learning
product.
For a no-obligation, 15 day free trial
of our Power of Four e-learning
course, please call
1.877.650.0454 or email
info@knowledgestart.com
Who We Are
KnowledgeStart is an employee development company which, for the past seven
years, has specialized in online training for its U.S. and global clients.
We are a leading provider of award-winning e-learning programs and platforms
that maximize learning, increase collaboration and retention, and improve
competitive edge. Over the years, we have excelled in
enhancing organizational and individual productivity in topics such as
Diversity and Inclusion,
Generational Differences,
Harassment Prevention,
Business Ethics, and
Substance Abuse Prevention.
KnowledgeStart understands that every decision made by your employees eventually
crosses someone's path somehow and can often have a "ripple effect" across your
entire organization. Even the smallest of decisions can have a BIG impact on
your company and the people around you. Your workplace is an incredibly
inter-connected environment.
Through this understanding and our collective skill sets and experiences with
leading companies, we are proud to deliver innovative approaches to employee
training, compliance, and outcome measurement software.
Visit our website:
http://www.knowledgestart.com
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