Transcript Building Bridges and Teams Across Generations

Building Bridges and Teams
Across Generations:
The Importance of Creating a Culture of
Inclusion
Robert Crouch & Judy Seidenstein
Office For Institutional Equity
What is "Diversity?”
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Diversity is the collection of differences and similarities that individuals bring to the
workplace and the world around them based on characteristics they were born with,
experiences that have happened to them, or choices they have made.
An Inclusive Environment…
• Inclusiveness is about creating a climate where
diversity is valued.
• In an inclusive environment, each person is
recognized, developed and their talents are
routinely tapped in service of the institution’s
goals.
• In an inclusive organization, people perceive that
they are valued because of NOT in spite of
their differences.
An Important Leadership Question…
Do We Create a Climate of Inclusiveness within
Duke?
• A climate where people feel valued, respected,
and included across all of their differences.
• A place where talented people choose to work
because they feel they have “a place at the
organizational table”
that really matters.
Equality vs. Equity
• Equality = sameness
– When we treat people
equally, we ignore differences.
• Equity = fairness
– When we treat people
equitably, we
recognize differences.
Source: Diversity At Work, Trevor Wilson,
TWI, inc.
Video
Generational Diversity
• What are the values exhibited by the
younger generation?
• What are the values exhibited by the older
generation?
http://seminars.adobe.acrobat.com/p53762103/
OBJECTIVES
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To understand and appreciate
generational diversity.
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To understand and appreciate
the values and behaviors of
each of the 4 generations in
the workplace.
•
To identify and understand
respectful behavior among
various generations.
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To learn ways to attract,
motivate and retain a high
quality workforce that includes
all generations.
What is a Generation?
• A group of people who share a place in
time and in history, with events, images
and experiences in common, usually
about 20 years in length. Their values
and attitudes, particularly about workrelated topics, tend to be similar, based on
their shared experiences during their
formative years.
Understanding Generations
• A lack of understanding across
generations can have detrimental effects
on communication and working
relationships and undermine effective
services.
Some Statistics
• Steady decline in the U.S. birth rate
• 76 million Americans will retire in the next
two decades only 46 million will be arriving
to replace them
• Educational levels of those entering the
workforce no longer greater than those
leaving the workforce
• Shortage of skilled labor workers by 2010:
between 800,000 to 3.3 million
• Aging baby boomers by 2015 — 20% of
workforce
The Four Generations
Generation
Type
Chronology
Number in USA
workforce
Seniors /
Traditionalists
1922 - 1945
42 million
Baby Boomers
Generation Xers
1946 - 1960
1961 - 1980
76 million
54 million
Generation
Y’s/Millennials
1981 - 2000
75 million
Generational Experiences
• Thinking about your formative
years, identify your favorite:
– movie/TV show;
– song /singer;
– most impactful world event
(war, politician, political,
event)
The Seniors/Traditionalists
Profile
• Grew up during wartime
• Tend to be disciplined,
respect law and order,
• Like consistency
• Uncomfortable with
change
• Directive, command &
control management style
• Fixed views on the role of
each gender at work
Boomer Profile
• Largest generation in history
• Open minded and rebellious in
their youth, but conservative in
their 30’s and 40’s
• Optimistic, ambitious, loyal,
believed employment was “for
life”
• Job status and symbols
important
• Created the concepts of the
“workaholic” and
“Superwoman”
Generation X Profile
• Often had both parents working and
therefore known as ‘latchkey
• kids’
• More resourceful, individualistic, self
reliant and skeptical of authority
• Focus in the workplace on
relationships, outcomes, their rights
and skills
• Not interested in long-term careers,
corporate loyalty or status symbols
• Easy to recruit, hard to retain
• Will have >3 careers, >12
employers, self employed at least
once
Generation Y Profile
• Personality profile
– Smart
– Optimistic
– Emergence of “girls movement”
• Their value system
– Highly ethical and moral
– Passion for championing the right causes
– Respect for authority
How Does Generational
Diversity Impact you?
• How have the events that you observed and
experienced during your formative years
impacted your values and what’s important to
you?
• How does this show up and impact your
interactions and relationships at work (with
staff, co-workers, clients)?
What Do Other Generations Say
about Seniors/Traditionalists?
Boomers and Xers Say
• “They’re rigid.”
• “Jeez, learn how to use
your e-mail, man!”
• “They too shall pass.”
• “They’ve got all the
money.”
Gen Y’s Say
• “They are trustworthy.”
• “They are good leaders.”
• “They are brave.”
What Do Other Generations Say
About Boomers?
Seniors say . . .
• “They talk to much about things they ought to
keep private.”
• They are self-absorbed.”
Gen Xers
• “They’re workaholics.”
• “Lighten up; it’s only a job.”
Gen Y’s Say. . .
• “They’re cool.
• They’re up to date on the music we like.”
What do other generations say
about the Gen Xer?
• Seniors: “They don’t
respect experience.”
• Boomers: “They’re
slackers.”
• Gen Y’s: “Cheer-Up!”
What others say about
Generation Y
– Seniors say…
• They have good manners
• They need to toughen up
– Boomers say…
• They can set the time on the VCR!
• They need to learn to entertain themselves; they need too
much attention
– Gen Xers say…
• “Neo Boomers”
• “Here we go again…another self-absorbed generation of
spoiled brats.”
Video
Generational Diversity
“So You’re My New Boss…”
Leveraging The Strength of Our Differences:
Strategies For Building Effective Teams
Across Generations…
• What are some strategies for
enhancing communications and
creating a more inclusive, fair and
respectful workplace across the
generations?
The Best Ways to Retain Older
Workers
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Flexible work arrangements
Training to upgrade skills
Time off for volunteerism
Phased retirement
Job sharing
Job rotation
Sabbaticals
Mentoring as primary job responsibility
Reduced work hours
What Young Workers Want
Younger Workers Crave
Connections
Best Ways for Reaching
Young people
• Work in the same office
as my boss
• Direct access to senior
management
• Weekly feedback (at
least) from my
manager
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Text messaging
MP3/IPODS
Social networking sites
Blogs
SUMMARY
• Generational differences represent one dimension of
diversity that may influence behavior.
• People of all generations share some similar values.
• Values and behaviors are not the same thing.
• Appreciating and respecting generational differences
are integral parts of a diverse and inclusive
workplace.
• Work performance expectations should be held to the
same standard for all employees.
• All employees should comply with policies and
procedures set forth by the University.
References
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When Generations Collide: Who They Are, Why They Clash,
How to Solve the Generational Puzzle at Work:
Lynne C. Lancaster, David Stillman.
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Generations at Work: Managing the Clash of Veterans,
Boomers, Xers, Nexters in Your Workplace: Ron Zemke,
Claire Raines, Bob Filipczak.
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Retiring the Generation GAP: How Employees Young and Old
Can find common Ground; Jennifer J. Deal.
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Neckties to Nose Rings: Earning the trust of a MultiGenerational workforce: Tyler, K. (2002).
www.businessleader.com/bl/aug02/necktiestonoserings.html
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Thriving in the Multi-generational Workplace: Remson, D.
(2006).
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Managing Generational Differences in the
Workplace, Recognition Management Institute: Saunderson,
R. (2000).