Generational Diversity
Session Objectives
Define generational diversity
Identify the different generations
Understand differences among
generations
Appreciate the impact of generational
diversity
Use knowledge of generational diversity
to improve supervision of all employees
© Business & Legal Reports, Inc. 0810
Diversity and the Workplace
• The workforce is diverse in many ways
• Generational diversity focuses on
differences based on the generation in
which an employee grew up
• A generation is about 20 years
• There are four generations in today’s
workforce
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The Generations
Matures
born before 1945
Baby Boomers
born 1945-1960
Generation Xers
born 1961-1980
Millennials
born 1981-2000
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Caution
• Generation is only one factor
• Some people have more in common
with the next generation
• Avoid stereotyping employees
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Formative Influences: Matures
Radio
Depression and
New Deal
Depression
Korean
War
World
War
II
Radio
and
New
Deal
World War II
Korean War
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Formative Influences: Boomers
•
•
•
•
•
•
Television
Cold War and nuclear weapons
Civil
rights travel
Sexual
revolution,
Space
and
Kennedy
and
King
Cold
War
and
Vietnam
War
Civil
rights
music
and
drug
Kennedy
and
King
assassinations
environmental
assassinations
nuclear
weapons
culture
Vietnam concerns
War
Sexual revolution, music
and drug culture
• Space travel and
environmental concerns
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Television
Formative Influences: Xers
•
•
•
Computers
Women’s liberation
liberation
Women’s
Watergate,
end
ofofVietnam
Vietnam
Watergate,
end
of
Watergate,
end
Vietnam
Hostages in
Iran,
war
and
Yuppies
Women’s
and
Computers
the
liberation
age
of
excess
War,
and
energy
crisis
War,War,
and Reagan
energy
crisis
era
energy
crisis
peace and
in the
Middle
East
• Hostages in Iran, war and
peace in the Middle East
• Reagan era
era
Yuppies and
and the
the age
age of
of excess
excess
• Yuppies
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Formative Influences: Millennials
• Internet, cell
computers
at
Economic
prosperity
Fallphones,
of
communism
Iraq
wars
Internet,
and
other
Terrorism—
School shootings
atmilitary
home
inactions
the
90s
in Europe
cell
phones,
Oklahoma
City
home
andand
early
2000s
removal
of
9/11
computers
at
home
• Iraq wars and Berlin
otherWall
military actions
• Fall of Communism in Europe and
removal of Berlin Wall
• Terrorism (Oklahoma City and 9/11)
• School shootings
• Economic prosperity at home in the
90s and early 2000s
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Attributes and Attitudes:
Matures
• Work ethic, loyalty, and
•
•
•
•
dedication
Responsibility, duty, and
sacrifice
Respect for authority and rules
Willing to “pay their dues” to
get ahead
Job for life
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Attributes and Attitudes:
Boomers
• Rights
• Believing in
change and
possibilities
• Career and
personal growth
• Self-gratification
and self-interest
• Teamwork and
participation
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Attributes and Attitudes:
Xers
•
•
•
•
•
•
Independence, self-reliance
Pragmatism
Growth oriented
Comfortable with technology
Need challenges
Value flexibility
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Attributes and Attitudes:
Millennials
•
•
•
•
•
Confidence
Optimism
Wired to technology
Multitaskers
Respectful of
diversity
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Current Concerns: Matures
• Keep working as long
•
•
•
•
as possible
Retirement
Healthcare benefits
Remaining active
after retirement
Earning extra money
after retirement
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Current Concerns:
Boomers
• Healthcare benefits
• Saving for retirement
• Keeping up with
workplace changes
• Maintaining status
and position
• Enjoying more
leisure time
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Current Concerns: Xers
• Advancement and
raises
• Achievement
and recognition
• Job security
• Healthcare benefits
for children and
spouse
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Current Concerns:
Millennials
• Learning about
the job and the
organization
• Raises
• Career opportunities
• Recognition
• Respect
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Who’s Who in the Generations:
Match Game
Matures
Baby Boomers
1981-2000
Pre-1945
Generation Xers
1945-1960
Millennials
1961-1980
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Who’s Who in the
Generations
Do you understand:
• What generational
diversity is about?
• Generational divisions in
today’s workplace?
• Formative influences
of each generation?
• Attributes and attitudes
of the generations?
• Concerns of different
generations in the workforce?
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Age Discrimination and
Generational Diversity
• Illegal to discriminate
against employees
40 or older
• Older employees have
the same rights as
younger workers
• Avoid marginalizing or
making assumptions
• Make employment
decisions objectively
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Communication
• Communicate with all
employees regularly
• Understand generational
differences
• Use language and
references you know
• Listen carefully
• Help employees
communicate with
one another
Feedback
“I need lots
and right
away”
“A couple of
times a year’s
good”
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“What
didI
How am
youdoing?”
expect?”
Costs of Communication
Failures
• Morale problems and conflict
• Higher turnover
• Increased recruitment, hiring, and
training costs
• More complaints and grievances
• More disciplinary problems
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Teamwork
• Reflect generational
diversity in work teams
• Teach team members
to value differences
• Support and encourage
work relationships
• Teach conflict
resolution methods
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Motivation
• Employees respond to
•
•
•
•
different motivators
Maintain high standards
for all workers
Recognize and reward
achievement
Provide opportunities
for all
Emphasize
performance goals
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Training and Development
• Assess group and
•
•
•
•
individual training needs
Be sure all employees
get training
Use techniques that
appeal to all
Ask older workers to
help train
Help all employees
learn, grow, and
develop
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Supervising Generational Diversity:
True or False?
It’s illegal to discriminate against
employees aged 40 or older
Employees of all generations respond
to the same motivators
Only Generation Xers and Millennials
need feedback
The most effective teams are
composed of employees all from one
generation
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Supervising
Generational Diversity
Do you understand:
• Effective communication
requirements?
• Feedback needs of
different generations?
• Teamwork and
generational diversity?
• Motivating employees
of all generations?
• Training and
development for all
employees?
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Key Points to Remember
Generational diversity has an impact
on how you supervise employees
Generation is only one factor affecting
employee attitudes and behavior
Avoid stereotyping employees based
on generational affiliation
Take action to provide effective
supervision for employees of all ages
and abilities
© Business & Legal Reports, Inc. 0810