Employers are now seeing five different generations of employees working side-by-side in their workplaces. The five different generations are defined as:
- Traditionalists: 70 year olds – 80+;
- Babyboomers: 50 year olds – late 60s;
- Generation X: late 30s – late 40s;
- Generation Y/Millennials: 20 year olds – early 30s); and
- Generation Z/Digital Natives: born now-late teens. (Source: Virgin.com)
Delayed retirement and increased longevity mean that we have workforces that are ageing and therefore becoming increasingly multigenerational. Whilst this in itself is enriching for workplaces, employers will need to take into account the differing needs, perspectives, skillsets and communication styles of their staff across the generations to ensure an inclusive, productive working environment. Collaboration and employees’ understanding and appreciation of age diversity will also be key to fostering inclusion in the workplace.
The Assembly Commission recognises these challenges. To this end the overarching aim of our Diversity and Inclusion Strategy is to continue to foster an inclusive and collaborative takes account of all protected characteristics, including age. We have also developed an introduction to unconscious bias training module for our staff and our workplace equality networks are multigenerational and work collaboratively together. We also conduct annual staff surveys which provide an opportunity for to staff to say how they think and feel about their workplace.
As an employer, we recognise the rich diversity that exists within a multigenerational working environment and the breadth of creativity, skill sets and perspectives from which we benefit. We will do all we can to recognise this as we progress in delivering our Diversity and Inclusion Strategy over the coming years.