Tag Archives: baby boomers

The New Generation in the Workplace – Driving the Value of Diversity

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My last blog was “Three Key Points in Response to the Recent Anti-DEI Backlash” where I provided ways that organizations can proactively address the recent increase of vocal opposition to diversity, equity and inclusion initiatives. I now want to add to the discussion triggered by an article I read in the March 1-7, 2024 issue of the Triangle Business Journal.

It was actually the cover story and titled “A New Generation, A New Workplace” written by Laura Brummett. The tagline on the front page read, “Starting this year, Gen Z will make up a larger portion of the U.S. workforce than baby boomers. But are companies ready for this change?”

The first statistic shared in the article is that this year, the Gen Z (people 27 years and younger) population in the workforce surpassed the number of Baby Boomers (ages 60 to 78.) And not only that, I’d like to add a point that I raised in my last blog … that this younger generation is much more diverse; over 50% are people of color, and over 20% identify as lesbian, gay, bisexual or transgender.

The TBJ article raises many critical points about this growing younger workforce. They include:

• This new generation is known for caring about social issues, such as diversity initiatives and sustainability.

• This generation is leading to a more progressive culture to seep into the corporate world.

• Savvy hiring managers seeking the best talent are now looking for grit, curiosity and ambition from candidates, instead of the names of prestigious schools or grade point averages. This shift results in companies bringing in more diverse talent pools.

• And as I mentioned in my previous blog, diversity in talent brings different workplace perspectives that drive innovation and transformation.

• Employers are now increasingly seeking talent from community colleges, where 50% of graduates are first-generation college attendees and even more diverse that the general Gen Z population.

• Gen Z-ers are more entrepreneurial and willing to change companies, so organizations wanting to retain and grow excellent diverse talent need to provide this generation what they want from a job. This includes continual learning and growth as well as work-life balance.

As we continue to understand the generational shift in the workplace, DEI strategy and execution become increasingly critical. Those who are part of this anti-DEI movement will soon find themselves obsolete, and ultimately less relevant and less profitable.

Five reasons this baby boomer loves working with millennials

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As both a diversity and career development consultant, I enjoy studying and presenting the topic of our multiple generations in the workplace and generational diversity. (Link to my blog on the growing areas of diversity that I published in 2012.) Generational diversity is now one of the most discussed diversity topics.

I am always saddened when I hear the generations rag on each other. Older people often comment that the younger generation feels so entitled, wants everything handed to them, is lazy, and cannot stick with anything. And then some young people complain about how older employees are slow, stuck in their ways, not open to change and judgmental.

Instead of a workplace collision around the generations, there should instead be workplace collaboration. The generations do have so much to offer each other in terms of vast knowledge, marketplace awareness, creativity and enthusiasm.

Thanks to Sheila Forte-Trammel (link) for coming up with the “from collision to collaboration” idea.

Being a baby boomer well into my 60s, I have enjoyed most of my interactions with millennial professionals I call on. They are indeed cool with engaging with an older guy like me. Here are some of the traits I enjoyed with some of those millennials I have worked with:

1. They are open to new ideas and like to think “outside the box.” They are looking for new and better ways to do things.

2. They are not afraid to take ideas up to senior leadership quickly. Too often some seasoned professionals express fear or hesitancy with taking some of my ideas to their leadership, whereas the millennials will just “go for it.”

3. Discussions are fast and crisp. In a recent meeting with a young leader at a tech company, we hit about a half dozen different topics in less than 45 minutes. And younger professionals can answer a question in 2-3 sentences, and they are indeed complete answers.

4. They are often leaders in diversity and inclusion within their companies. Having grown up in an era where diversity was there and assumed, they are much more attuned to the business value of being fully inclusive of everyone.

5. They value jobs that offer them personal growth. Many millennials strive to find professions that align with their passions and then excel in those jobs.

And while I was writing this blog, Anne-Lise Gere of Gere Consulting Associates, an excellent HR consultant I have met a number of times, published an article about retaining Millennial talent. Do link to this resourceful article, “Revisiting Turnover Myths For Your Millennial Workforce.”

And now perhaps some millennial out there will be inspired to write a blog on how they enjoy working with seasoned experienced baby boomers like me!