Bridging Generational Divides: 5 Ways to Build Inclusive Workplace Cultures
As Gen Z has increasingly entered into the workforce and public arena, they’ve been shaking up long-accepted norms and practices and sparking hand-wringing think pieces and outraged C-suite videos. Gen Z is the largest generation alive right now, and they’re bringing with them a set of values and expectations that have will revolutionize how we think about the role of business — and work in general — in society.
Born between the mid-1990s and early 2010s, Gen Z came of age in a post-recession world marked by rapid technological advancement, socio-political dynamism, and unparalleled access to information; they are the most racially and ethnically diverse generation to date. These experiences shaped Gen Z's worldviews and priorities, driving an emphasis on transparency, diversity, work-life balance, conscientious corporate social responsibility, and meaningful commitments to fighting climate change.
They’re fueled by a passion for social impact and a desire for accountability from organizations of all kinds, and as job searchers, they’re looking for a culturally competent employer that pays a competitive wage, affords mentorship, and is stable — a trustworthy and empathetic employer who provides meaningful work, training, autonomy, and flexibility. Often, these demands clash with the policies, practices, and workplace cultures that have been built and reinforced over the last 40 years, creating tension and conflict.
But what if Gen Z is right?
As Gen Z grows in influence, their perspectives provide invaluable lessons on how we can realign business practices, workplace culture, and organizational purpose to benefit both people and the planet.
While Gen Z's values may seem disruptive to some legacy norms, they reflect desires that most generations share at their core: fairness, inclusion, well-being, and social progress. By identifying these common values, companies can foster intergenerational understanding and more seamlessly evolve workplace cultures.
For example, though Gen Z demands work-life balance in new ways, most older colleagues also prioritize reasonable workloads and personal fulfillment. And while Gen Z is exceptionally attuned to issues of equality, most generations care deeply about justice, even if varying life experiences shape different approaches to it.
A Focus on Values
There is often more generational cohesion in values than discord.
Forward-thinking leaders recognize that creating workplace cultures inclusive of diverse generations and perspectives leads to competitive advantage. A study by Deloitte found that organizations exhibiting strong intergenerational collaboration were 29% more likely to report stronger performance.
Unity, not division, will allow organizations to leverage generational diversity as a strategic asset. Here are five initial best practices for facilitating intergenerational workplace cultures:
1. Foster open dialogue - Create forums for respectful discourse and sharing between generations. Listen with empathy and see conflict as opportunity.
2. Co-create solutions - Take an inclusive approach to developing policies and programs. Leverage insights from all generations, levels, and functions.
3. Accentuate shared values - Connect generations through common purpose. Communicate shared values frequently enterprise-wide.
4. Value all contributions - Recognize that all generations have something vital to contribute. Spotlight areas of generational expertise.
5. Customize development - Provide tailored opportunities, experiences, and mentoring that help each generation thrive.
While embracing generational diversity, organizations must also stay grounded in core purpose and mission. Gen Z offers wisdom, not wholesale dictation, of how organizations can enact needed change.
By blending new perspectives with established principles, any workplace can become a truly responsive and responsible institution. Monumental shifts in how workplaces operate never happen overnight. Here are three key takeaways from Gen Z's approach that can guide positive evolution over time:
1. Lead with empathy - Build understanding, connection, and shared purpose between colleagues, leadership, and stakeholders. Center policies around human needs and well-being.
2. Embrace accountability - Hold yourself and your organization responsible for enacting values-aligned change. Be transparent about progress and shortcomings.
3. Drive impact - Use business and community influence to advance social and environmental sustainability. Seek partnerships that create system-wide impact.
Of course, putting these takeaways into action requires commitment and nuanced understanding across generations. But by leveraging the passion and promise of Gen Z voices alongside the experience of older generations, companies can nurture inclusive cultures ready to meet the world's most significant challenges.
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Interested in exploring this topic more? Then join us on October 24 from 1pm-1:45pm EDT for a conversation with Gen Z trailblazer Nadya Okamoto and seasoned community builder Rocco Kayiatos. We’ll be digging into how Gen Z’s values can help build intergenerational people-first cultures. Register here.