Three Steps Toward Generational Diversity

“Since when did Generational Diversity become a thing and why does it matter?

I was recently in a conversation with a Diversity, Equity and Inclusion specialist when she asked that question. And it’s a good one! There has always been a generation gap in some shape or form for time immemorial. It can be dated all the way back to the eighth century B.C.E., and it probably even goes back farther than that. But the Poet Hesiod immortalized it when he wrote: 

“I see no hope for the future of our people if they are dependent on the frivolous youth of today.” Twenty-nine hundred years later, sadly, too many share his sentiments, and the generation gap grows wider. 

Generational Diversity is the concept of having a wide range of generations in the workforce.

Generational Diversity matters because for perhaps the first time—at least since we’ve been keeping track— there are five generations in the workforce: Gen Z, Millennials, Gen X, Boomers, Traditionalists. Each generation grew up in radically different eras, which shape how they see the world. 

According to Lindsey Pollak’s The Remix: How to Lead and Succeed in the Multigenerational Workplace, this generational variety in the workplace is historically unique because it affects both ends of the work spectrum: those entering and those retiring. For the first time in American history, there are now more Americans over the age of 50 than under the age of 18. As of 2018, more than 250,000 Americans aged 85 and over were working, the highest number ever on record. People are retiring later. 

So, with all of that information, how exactly do we begin building a generationally inclusive workforce? It’s simple—not always easy, but simple. There are three foundational steps to the process: 

1.     Acknowledge that differences exist.
2.     Replace generational shaming with genuine empathy.
3.     Accept that every generation has something to learn and something to teach.

 1. Acknowledge Differences.

It’s helpful to have a general snapshot of each generation to have a framework for each generation:  

The oldest employees in the workforce are Traditionalists (b. 1925-1942). Raised during the Great Depression, economic survival was top priority. Most men fought in WWII, creating a generation of disciplined, patriotic, and conservative citizens. 

After them are the Baby Boomers (b. 1943-1964). In the aftermath of WWII, there was a “boom” in birthrates when the soldiers came home. Baby Boomers grew up in a time of optimism, economic growth, and space exploration. 

Gen X (b. 1965-1980) came on the scene and became known as the latch-key generation. Many members of this group grew up in households with divorced or two working parents. With advent of personal computers and the internet, they became tech-savvy and highly independent. 

Then came Millennials (b. 1981-1996). Born during a time of economic growth to optimistic parents, they were encouraged to take risks, collaborate, and become entrepreneurs in a tech-driven world. 

Finally, Gen Z (b. 1997-2013) are the newest members of the workforce. Born in the shadow of 9/11, they experienced economic insecurity during the Great Recession and the threat of violence from school shootings. They are also known as “digital natives.” 

Knowing a bit about the circumstances into which each generation was born provides a lens through which to understand each other. Our generational identity does not define who we are, but it is one part of our identity.

 #2. Replace Generational Shaming with Genuine Empathy.

It is nobody’s fault that differences exist. But it is someone’s fault when generational differences are used as an excuse to stereotype and use slurs based on generalizations, misinformation, and half-truths. This is generational shaming. 

When I was a young Baby Boomer, I used to think my elders were stingy and obsessed with saving money. While I knew they grew up during Great Depression and WWII, I did not understand psychological impact of this era. What I thought was lack of generosity was really a desire to protect us should hardships return. Being able to leave a legacy was the dream of many fathers and mothers. Once I understood this, empathy turned my resentment into gratitude. 

 #3.  Accept that every Generation has something to learn and something to teach.

When a new group of students—the Millennials—entered my college classroom in 2008, I quickly realized there was more to generations than chronology. These audacious youths were not going to let me teach them until they knew why: Why did this course matter? Why did they need to take it, and how they would they use this information once they graduated? 

Once I recovered from the challenge to my authority, I realized their questions were valid, but I could not readily provide answers. Instead, I discovered I needed to overhaul my curriculum to meet the needs of 21st century students. They taught me how to be a better a teacher before I could teach them the subject matter.  

And what lessons did I teach this younger generation? I provided a context for what we were studying and a process that allowed them ask dynamic questions and find answers by developing their research skills. They collaborated on presentations, and in doing so, learned how edit information, focus on what’s most important, and communicate effectively with their audience. The more they practiced this process, the more confident they became in applying these skills elsewhere in life.

My students taught me more than any education specialist could, and I taught them how to teach themselves.

Simple Work 

These steps are incredibly simple, but they do take some work. Really, it all boils down to reframing your thoughts about the generations. Instead of lamenting or being frustrated by the other four generations represented in your workplace, start saying things like, “It’s okay that we’re different!” “It’s helpful that we’re different!” “I’m grateful for that different perspective.” When we start seeing difference as an asset, we’ll begin celebrating each other instead of being frustrated by each other, and that’s the goal. 

For Reflection:

What things do all generations share? What makes my generation unique?
How can I replace generational shaming with genuine curiosity?
What are some easy questions I could start with? 
What can I learn?
What can I teach?