Generational Diversity in the Workforce and Star Trek
Generational Diversity in the workforce and age diversity - part of a series of blogs and a white paper
88% of African Americans believe the country needs to proactively make changes to bring about equal rights with whites. 53% of whites believe the country..
Everyone works in the same market, but cultural backgrounds, upbringings, and perspectives can be very different. At first glance, it might not seem that way. Work starts and ends, for most people, between 9-5 on weekdays. Starbucks charges $2.10 for a Grande Coffee no matter where you come from and the only seating assignments enforced on public transportation are for the medically impaired, pregnant or elderly. Race and cultures are not regulating factors in today’s world.
At least, it seems that way until you peel back the layers and look into the minds of Americans. There are polarizing viewpoints widespread within the workplace or any community for that matter. Companies that understand this and embrace it are not only statistically outperforming the competition, but helping people grow in a diverse workplace.
A survey done by the Pew Research Center has uncovered profound differences in how white and African American adults view racial issues today:
These statistics empirically show that Americans have very different views on race and the role it plays in their lives. Many believed these contrasting viewpoints to have died out years ago, but recent social conflicts such as racially motivated shootings and controversial interaction with law enforcement have brought these issues back into the spotlight.
All these contrasting viewpoints and diverse opinions don’t disappear when people show up for work. They are inherent to being an individual. HR departments are taking this into account within their own companies and are taking action to achieve workplace equality. Workplace equality is evolving from an ideology to a business strategy.
Salesforce recently pledged to achieve workplace equality and to show they were serious about it, appointed their first Chief Equality Officer. Diversity initiatives are being implemented at more than 75% of Fortune 1000 companies.
It is obvious there is diversity in our country when it comes to political or social views. But what exactly is workplace diversity?
Workplace diversity is understanding, embracing and valuing differences between people. These differences include but are not limited to, race, gender, age, religion, disabilities, education, skill sets, personalities, etc.
Deloitte spearheaded research into this area and found that diversity is perceived differently by generations. Millennials think diversity is the combination of backgrounds and perspectives. They believe that these differences interacting within the workplace can bring about innovation.
While Gen Xers and Baby Boomers define diversity along the lines of equal and fair representation regardless of cultural or racial background. They don’t seem to consider that diversity plays a role in business results, but recognize it as something to be conscious of in order to make sure everything is equal.
What is inclusion?
Inclusion is the creation of an environment where people can feel comfortable working, innovating and supporting each other. An inclusive environment isn’t created overnight and takes constant attention to achieve.
What is diversity and inclusion in the workplace?
“Diversity and inclusion,” is the company’s aim to support a diverse workplace and to leverage this diversity to achieve business success. It is not an attempt to shift or change people’s minds, but a proactive effort to utilize the diverse viewpoints of all to innovate and grow. When done successfully, the business grows and so do the people within its workplace.
Diversity and inclusion priorities
Forbes Insight conducted a survey of more than 300 senior executives (32% of which worked in HR or talent management). The survey showed their companies diversity and inclusion priorities:
56% of the companies surveyed believed that diversity helps drive innovation.
Diversity and inclusion best practices
Professor Roberson, Cornell University, conducted a survey of 330 HR executives. These are some of the best practices HR exes are using when it comes to diversity and inclusion:
Many employees feel their respective company is diverse and inclusive because of actions that aren’t obviously connected to diversity. For example, a focus on innovation and creativity. These are practices that are desired by everyone at every level of the workplace.
Key Diversity and Inclusion Strategies
The Forbes Insight survey referenced early found that 60% of companies implement metrics to measure the success of their diversity and inclusion endeavors. Here are some impressive metrics:
Why do organizations fail to create a diverse and inclusive work environment?
How Mentor Resources, Inc. can help.
Most organizations approach diversity through numbers and statistics. How many females are in high positions? What is the number of new hires from minority groups? What is the retention rate of veterans? These numbers might show you on a pie chart how “diverse” your company is but they aren’t enough to create an inclusive environment. Most companies push metrics like these and they are baffled when things don’t improve.
The answer is to shift focus away from metrics. Metrics should be considered, but they will always be secondary to humanizing strategies and inclusion programs.
Mentoring programs help employees feel a greater sense of belonging. Employees feel most included in a company when they feel they have a personal connection at all levels of the corporate ladder. Our mentor program connects compatible people together that would otherwise never interact. The workplace is humanized and inclusion becomes part of the workplace culture. Mentoring becomes the key tool that drives exposure to diverse views, increased retention rates and increased productivity as a result of an inclusive environment.
The most diverse and active organizations have a strong mentor program that constantly increases morale. Programs such as career mentoring, reverse mentoring and group mentoring can support your workforce and create an inclusive environment where everyone not only works with each other but is also constantly learning.
Takeaways
Workplace diversity and inclusion are proven business practices that not only help your business grow but also the people that work within it. Successfully implementing proven diversity and inclusion strategies will give any business a huge competitive edge.
Generational Diversity in the workforce and age diversity - part of a series of blogs and a white paper
Part of a series of blogs on Age Diversity or Generational diversity in the workplace. White papers from several sources are available on the topic.
4th out of 6 series on age diversity in the workplace. Includes link to whitepapers on the four generations in the workplace.
Be the first to know about news, articles, learning resources and new feature updates of Wisdom Share to help you build or refine your mentoring program with the tools and knowledge of today’s industry.