When most people hear the word “diversity” their thoughts usually gravitate to race, gender, ethnicity, disability status or sexual orientation. For years this has been the focus in workplaces and schools as leaders worked to diversify the makeup of their people.
But diversity is more than just our physical attributes, or what people see on the outside. In my experience, diversity is truly seen by what we don’t see on the outside. It comes from what we value and believe. It comes from the inside.
Workplaces, in particular, can benefit from expanding their perspective on diversity. Today’s workplace is complex as people from a wide range of generations come together to achieve common goals. In today’s workplace we see people from these generations:
Matures: born 1922-45
Boomers: born 1946-64
Generation X: born 1965-80
Millennials/Generation Y: born 1981-2000
Each generation is unique in their thinking, perspective and beliefs. For example, a Mature often carries a strong respect for authority and conforms to rules. While a GenX-er is characterized as less formal and self-reliant.
As a leader, you are charged with responding to the diverse needs of these generations and uniting them under common goals for your organization. This is no small feat, but is possible.
Here are some ways I’ve managed the generational divide:
Increase awareness. Take time to study generational differences. There are a variety of resources online and offline that provide information in this area. Begin there, but then bring it home. Spend time connecting with your team and get to know the unique values and perspectives they bring to the workplace.
Be communicative. Conflict usually comes from poor communication and this is especially true with dealing with generational differences. Each generation communicates differently, based on their unique values and perspectives. For example, a Mature might prefer a face-to-face conversation while a GenY prefers a text or instant message. Assess your communication approach: timeliness, clarity, mode of delivery and tailor it to the needs of your people.
Avoid generalizations. Although I’ve described some key differences between generations, I must caution you to always see and appreciate the diversity of all people. Awareness of generational characteristics is useful, but can reinforce stereotypes. People change. Circumstances change. Generations change. As a result, the information culled on generations is not an exact science. Use the information as a starting place, and then seek to truly know your people and appreciate the unique value they bring to your organization.
