Key research shows the importance of strategies to foster a diverse and inclusive work environment for a multi-generational workforce

Employers must focus on equity, diversity and inclusion, environmental, social and governance, new technologies and learning and development to attract and retain staff from different generations, concludes a major piece of research.

A White Paper produced by Elizabeth Judson, head of client experience at AfterAthena, part of Napthens Group, stresses the importance of employers understanding and meeting the needs of staff to create an inclusive and supportive work environment, to maximise the potential of employees and benefits to be gained from cross-generational working.

Entitled Experiences of Different Generations in the Workplace, the research examines the characteristics, expectations and challenges of different generations in the UK workplace – from baby boomers born between 1946 and 1964 to Generation X (1965 to 1980), Millennials (1981-1996) and Generation Z (born after 1996), with a focus on workplace dynamics, work-life balance, career aspirations and adapting to technological advancements.

Its findings are designed to provide invaluable insights to employers wanting to create an inclusive and supportive work environment, to maximise the potential of all generations and foster collaboration and innovation.

Citing research by management consultants McKinsey & Co, Elizabeth says that for the first time in modern history employers may have staff from all generations working simultaneously – because of an ageing population, people working past retirement age and more young people entering the workplace.

She says: “By understanding the unique perspectives of each generation, employers can develop strategies for fostering a diverse and inclusive work environment that meets the needs of a multi-generational workforce.”

For example, Baby Boomers are known for work-centric values, ambition and being competitive with a preference for a structured and hierarchical work environment, while Millennials value work-life balance and flexible working and Generation Z being characterised by being digital natives, diverse and entrepreneurial and valuing social causes.

Bridging any divide and addressing misunderstandings between different generations in a multi-generational workforce requires open dialogue, empathy and being willing to understand different perspectives, says Elizabeth.

She advises employers to achieve these ambitions by:

• creating an inclusive work environment – promoting diversity in recruitment and training, ensuring equal opportunities for career progression, addressing bias and stereotypes, establishing a zero-tolerance policy for discrimination, fostering inclusive leadership, regular assessment and improvement including via surveys and focus groups, forming inter-generational groups and establishing a diversity, equality and inclusion policy.

• Tailoring employee benefits and perks – designed to attract, retain and engage a multi-generational workforce, this includes conducting a needs assessment to understand the demographic make-up of employees, providing healthcare benefits tailored to different age groups, flexible working, retirement planning, recognition and rewards, family-friendly benefits, embracing technology and digital tools, encouraging social and community engagement and providing communication and feedback.

• Implementing inter-generational collaboration – by encouraging open communication, teamwork and collaboration, delivering learning and development opportunities, fostering a culture of respect and inclusion, exploiting generational strengths, leading by example and implementing mentoring programmes and reverse mentoring, where younger staff share their knowledge and expertise with older colleagues.

Citing the research undertaken to produce her White Paper, Elizabeth adds: “What’s particularly key is that employers don’t focus on workplace stereotypes as this can be detrimental to collaboration and productivity.

“This includes preconceived notions, such as believing that older adults are afraid of technology or that younger people are lazy. Such notions can harm employees’ motivation and job performance.”

She advises employers to concentrate on:

• equity, diversity and inclusion

• environmental, social and governance

• embracing new and emerging technologies

• the opportunity for employees to gain new skills and experience

• effective on the job training and mentoring

In conclusion, Elizabeth says: “Employers who fail to have this focus and therefore fail to meet the needs of Generation Z and subsequent generations coming into the workforce will not be future-proof and will be unable to compete with organisations that do.

“If employers implement some of the suggestions referred to in this White Paper, they will be able to bridge the gap between the generational differences and enable different generations to not only work well together but to value the preferences and input of each generation.”

White Paper, please download the app: https://app.engageesp.com/page/1263