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A Cog of Knowledge
A Periodic Newsletter For Human Resource Professionals
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The "Next Generation" of Diversity and Inclusion

Here is a startling prediction: According to The American Society of
Training and Development (ASTD), 76 million Americans will retire over
the next two decades. If this isn't enough cause for concern, it is
also estimated that only 46 million will be arriving to replace them.
This means there will be a shortage of skilled workers as the Baby
Boomers begin to retire and Gen X and Gen Y-ers take over the workforce.

To address this workforce challenge of the future, proactive companies
should adapt their Diversity and Inclusion practices of today to
accommodate the next generation of employees. The youngest generation,
Generation Y, is the most ethnically diverse group that our society has
produced. One out of three members of this generation is part of a
minority group. Members of Generation Y have been surrounded by
diversity for most of their lives, and are comfortable working and
interacting with people outside of their own ethnic group. With this, a
shift in focus from the traditional race and gender issues surrounding
Diversity might be necessary to encompass a more "inclusive Diversity."
This might include opening discussions on the use of technology,
communicational differences, and working virtually to name a few.

To assist in this process, we have composed a checklist that HR
professionals can use to prepare for the next generation of employees.
 

Best Practices for the "Next Generation" of Diversity and Inclusion
 

*	
?	 Prepare your current team to address issues that may prevent,
discourage, or undermine productivity, trust, collaboration, respect,
and morale. This means identifying potential sources of conflict and
collaboration. 	
?	 Set the standard for open, nonjudgmental communication. Show
respect for all workers, and demonstrate your knowledge and awareness
of the differences that exist in the workplace. Your attitudes and
actions influence your staff; if you seem uncomfortable with age
differences within the department, others will surely take note.
? 	Expand your organization's Diversity and Inclusion initiatives
to address differences that, until now, may have been thought to be too
progressive or "taboo" for your corporate culture. For example
differences in the way we view the use of technology, communication
preferences, work-life balance, and career advancement.	 
? 	Provide detailed information that explains the reasons change
needs to occur or how the process will work from beginning to end. Be
sure to include an explanation of how it will influence your business
case, your people, and compliance to the company's internal, local,
state, and federal policies and procedures.	 
? 	Acknowledge the generational tensions your employees may be
feeling. To get everyone working together, they need to understand the
unique strengths and weaknesses of each generation and identify the
points of friction among them.	 
?	 Avoid managing your employees based on your own core values.
Understand, for instance, that while as a Baby Boomer, you may value
commitment to the company and working long hours.  However, a younger
generation may find more value in "life-balance." Be sure that you are
judging all of your employees on merit and performance in what is
required of them. If conflict does arise, do not automatically take the
side of whoever shares your perspective. Maintain objectivity and give
both sides a fair hearing.	 
? 	Be flexible with your company's standard procedures. It may be
wise to explore offering telecommuting options, flexible scheduling, or
consulting arrangements that give older and younger workers varying
levels of work/life balance in keeping with their priorities. Failing
to take into consideration the differences among generational groups
puts your firm at risk of losing talented workers. Providing the
flexibility to leverage the strengths of each guarantees a more
satisfied and productive workforce.	 
?	 Avoid the "do as you're told" approach to management or
leading. This means asking employees of different generations for their
perspectives, ideas and/or solutions when dealing with a workplace
problem or unfamiliar task. Recommend that your employees "put
themselves in the other generation's shoes" by exploring what might be
important to another generation's point of view.	 
? 	Set realistic goals for the Gen X / Gen Y-ers to move up the
corporate ladder. This criteria should be tangible and done publicly as
it is important to younger generations to be motivated by what's on the
horizon.	 
? 	Foster an inclusive environment where mistakes are tended to
quickly and effectively by employees and leaders at all levels.
Accountability and resolution are imperative to the newer generations.
?	 Promote opportunities for mentoring. This often includes
coupling the seasoned generations and the younger generations. For
example, seasoned generations can teach and share their vast experience
and expertise. In the same sense, younger generations can share new
techniques, approaches, and outlook to current procedures.	 

By adapting this checklist into your daily duties, you will inevitably
better serve and motivate your diverse generational team.

This topic and more can be found within our Diversity and Inclusion and
Working Across Generations e-learning products. 

To request more information or for a no-obligation trial of our
products, please email [email protected]
<mailto:[email protected]>  or call toll-free 877.650.0454.
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Who We Are

KnowledgeStart is an employee development company who, for the past
seven years, has specialized in online training for its U.S. and global
clients. 

We are a leading provider of award-winning e-learning programs and
platforms that maximize learning, increase collaboration and retention,
and improve competitive edge.

KnowledgeStart understands that every decision made by your employees
eventually crosses someone's path somehow and can often have a "ripple
effect" across your entire organization. Even what a person feels may
be the smallest of decisions can have a BIG impact on your company and
the people around you. Your workplace is an incredibly inter-connected
environment.

Through this understanding and our collective skill sets and
experiences with leading companies, we are proud to deliver innovative
approaches to employee training, compliance, and outcome measurement
software. 

Visit our website: http://www.knowledgestart.com
<http://www.knowledgestart.com>  


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