MULTI-GENERATIONAL

DIVERSITY IN THE
WORKPLACE
Submitted by:
Nitesh
Praveen
Riya
Rudhir
Saraansh
Saumya

The Changing Landscape

of Work
For the first time in modern history, workplace demographics now
span four generations, meaning that 20-year-old new hires can find
themselves working side-by-side with colleagues who are older than
they are by 50 years (or even more).

INTRODUCTION
In today's complex mix of generations, each generation has
different work values, different perceptions of authority, and
different views about what is important in life in general. Values
often collide when members of different generations work
together. This is often referred to as the generation gap. If crossgeneration team managersare not prepared for these differences
in values, it can create conflict, poor performance and low
morale in the workplace.

MULTI-GENERATIONAL &

DIVERSITY

DIVERSITY

-Cultural
-Socio economic
-Gender
-Disability

MULTI GENERATIONS
-Traditionalists
-Baby Boomers
-Generation X
-Generation Y

A BRIEF INFO

Advantages of Diverse
Ages in the Workplace

Diverse Skill Sets-A workforce composed of different age demographics creates an

environment where each generation brings different skills and talents to the table.

Technology- Young professionals grew up in a high-tech world and have greater

familiarity with business technology tools compared to their more mature counterparts.

Tradition- Just as younger generations are credited with having good working

knowledge of business technology, more mature members of a workforce have the

advantage of traditional business skills. This diversity gives businesses the advantage
of being able to communicate and deal with customers across all age spectrums

Mentoring- In a mixed-age workforce where companies value

knowledge, experience and skill above age, seniority or gender,

employees of all ages have the opportunity to teach, share and learn from
one another.

Continuity- A workforce heavily composed only of people in a

particular age demographic runs the risk of becoming obsolete. It is not

so in multi-generation workforce.

Disadvantages of Diverse
Ages in the Workplace

Focus- Companies that make a diverse workplace a priority may fail to

adequately assess employees on performance and instead overemphasize

tracking of diversity initiatives and the number of employees with certain traits.

Time- Diversity management is the specific focus a company takes in training

employees on cultural awareness and sensitivity. Managers have to spend more

time considering how to promote a culture of tolerance and acceptance when
diversity exists.

Communication- The more diverse workplaces are, the more challenges

employees face in communication. Language and Cultural differences also impact

communication.

Discrimination- While companies often train to avoid discrimination,

the more diverse a workplace, the more potential for discrimination. This
can create a hostile work environment where employees may fell
oppressed if their emotional security is not protected.

Trends Affecting the

Multi-Generational
Workforce
Trend One: Increased use of new technologies to
communicate
Trend Two: Increased expectation for work-life flexibility
Trend Three: Increased expectation for continual
development
Trend Four: Increased need for new ways to reward and
recognize employees
Trend Five: Increased need to engage the entire workforce
Trend Six: Increased emphasis on innovation

ADDRESSING THE
CHALLENGING
WORKFORCE

Recruitment and retention approaches tailored to

generational needs and drivers.
Alternative work arrangements and benefits to
accommodate boomers desires to keep working and
acknowledging flexibility desired by Gen Ys.
Knowledge management programs to transfer
knowledge across generations.
Revised learning approaches to accommodate the
younger workforce.

Our Motive & Plan of

Action

Objectives

To what extent do values differ across generations.

Identifying the common Myths related to Multi-generational
workforce and Realities to them.
To what degree does Indian culture value this kind of
workplace.
Do companies actually value Multiple Generations in the
Workplace. (Global context)
How can management ease this transition?
Tools

Case studies

Company based research

SUGGESTIONS ARE
WELCOME