Article 17: Generational Diversity in the Workforce [8]

We have so far talked about diversity in organizations as gender and race, but little has been said about generational diversity. That is, little has been said about the diversity that exists because of civilians who were born at different periods in time. For example, those born between 1922 and 1943, who are still working, have entirely different outlooks on life, because of experience, than those born after 2000, who are now beginning to join the same workforce. Cohorts of generations frequently collide in the workplace today where everyone to some extent has a work for themselves attitude. However, it may seem that the younger the generation the more this attitude is present. These conflicts of interest are important to understand to tackle issues that arise because a workplace is diverse. To foster organizational environments that are positive and productive, employers need to be aware of the gifts present in each group and the employers need to be able to work with individuals spanning an array of ages. I have noticed a reluctance in employers to deal with employees deemed difficult. I have been let go from several jobs because my style, behavior, and attitudes were not what the older employers were looking for in a worker. This raises the issue of disability and difference even further. But that is a topic to be tabled for another discussion. For the first time in history, the following generations are working together: veterans, baby boomers, gen Xers, and millennials. At the time of Holtzman’s article, Generation Z was not in the workforce in full force, but this is changing as now Generation Z will be graduating from college and seeking full-time employment among the rest of the generations. I have found that in the workplace there exist stark differences between, for example, baby boomers and generation Z. It becomes clear that the need to work together, effectively, toward common goals is more important than ever. What are the strengths and weaknesses of one generation? And how do you mesh vastly contrasting strengths and weaknesses of two unique generations with entirely different life experiences? Those who were working during COVID and those who were students in high school during COVID will have two different experiences, but there will be some underlying similarities. In fact, students who had to traverse the digital landscape may be better prepared to handle virtual environments than those who were used to working traditionally as office or cubicle employees. The bottom line is that managing intergenerational diversity is a fundamental challenge in today’s work landscape.