Four Generations The Epitome of Embracing Diversity by KEU385t3


									  Four Generations
The Dynamics of Diversity

          March 21, 2007
      Maggie Carrington, SPHR
“Those who build great organizations
  understand that the ultimate throttle on
  growth for any great organization is not
  markets, or technology, or competition,
  or products. It is one thing above all
  others: the ability to get and keep
  enough of the right people.”

               Jim Collins, Good to Great
         Four Generations

• Dynamics of Diversity

• Changing Workforce

• Focus on the Four Generations
                                          Functional Level/

                                           Location                          Work
             Management                                                     Content/
               Status                                             Income     Field
                     Marital/                   Age
                      Status       Race                       Gender   Work
                                              Age                      Style
                                             Gender                            Division/
          Union                                                               Department
                                                           Sexual Personal & Unit/
                                 Ethnicity                Orientation
                                                                    Recreational Group
                         Work                Physical
                       Experience             Ability
Source: Adapted from                      Background
“Diverse Teams at        Work                                   Seniority
Work” by Lee            Location
Gardenswartz and
Anita Rowe
                   Four Generations
The changing workforce:
• 2001
   – First year that workers over 40
     outnumbered workers under 40
• Workers over 55
      2001       2015
      13%        20%
Source: BLS/AARP
        Four Generations
Changing workforce demographics:
  – Unemployment at low levels
  – Workers ages 25 – 44: in decline
    and in demand
  – Number of workers leaving for every
         By 2010: 3 to 1
         By 2012: 4 to 1
         By 2016: 6 to 1
         Four Generations
New Entrants        Current   By 2010
African Americans    11%       16.5%
Hispanics             9%       16.2%
Asian Americans       4%         8.8%

                    Current   By 2020
Women                 48%       60%
                       Four Generations

TOTAL: 148 million
Millennials/Gen Y (1978-1989)    31.5 million 21.0%
Gen X (1965-77)                  43.5 million 29.5%
Baby Boomers (1946-64)           61.5 million 42.0%
Traditionalists (before 1946)    11.5 million  7.5%

Each has cultural and memory markers unique to them.
Source: Rainmakerthinking
           Four Generations
Generational differences reflected by
 relationships with:
 Authority, Organization, Colleagues

And are recognizable by styles of:
  Work, Management, Learning

         Be mindful to not stereotype by age
  as you would not do so based on any other factor!!
          Four Generations –
•   Duty, honor, country
•   Dedication, sacrifice
•   Conformity, blending, unity – “we first”
•   Patience
•   Hard, hard times and then prosperity
•   National pride
•   Doing a good job was most important
•   Age = Seniority
         Four Generations –
               Baby Boomers
• Work ethic = work ethic2
• “Workaholic”; competitive
• Success is largely visible – trophies, plaques,
  lifestyle elements
• Optimistic
• Consumers
• Defined by their job
• Personal development
• We are the world; we are the children
        Four Generations –
                  Gen X
• Came of age when our national institutions
  came under fire – government, industry….
• “This company never promised you anything.”
  Layoffs – end of lifelong employment.
• No common heroes
• Suspicious of Boomer values
• Raised as their parent’s “friends”
• Had to learn to fend for themselves
• Very self-reliant
• Cynical and pessimistic
         Four Generations –
• Optimistic
• Individualistic yet group oriented
• Difficulty focusing on “non-stimulating stuff”
• Busy
• Like “X,” raised as their parent’s friends
• Acknowledge and admire select authorities
• Think the Traditionalists are cool! Parents,
• Ambitious yet appear aimless
           Four Generations –
Traditionalist   Boomers         Gen Xers        Millennials
Respect for   Challenge        Unimpressed Respect for
authority and authority        by authority authority who
hierarchical                                demonstrate
system                                      competence
Seniority and Desire flat      Competence       Flip
job titles are organizations   and skills are   traditional
respected      that are        respected        roles by
               democratic      over seniority   teaching
                                                how to use
          Four Generations –
                  Work Styles

Traditionalist   Boomers      Gen Xers      Millennials
Linear work Structured      Informal work Fluid work
style          work style   style         style

Change =      Change =      Change =      Change =
something’s   caution       potential     improvement
wrong                       opportunity
         Four Generations –
              Work/Life Balance
Traditionalists   Very interested in flexible hours

Baby Boomer       “Was/Is this workaholic lifestyle
                  worth it?” Are the rewards worth the
Gen X             Balance is very important. Willing to
                  sacrifice it occasionally.

Millennials       Lifestyle vs. promotion.
         Four Generations –
                  A Good Team
Traditionalists   Produces quality. Not in it for
                  individual recognition. Work is done
                  in proximity to one another.
Baby Boomer       Everyone works until all the work is
                  finished. Long and hard hours.
                  Committed to each other.
Gen X             Teams are not defined by proximity.
                  Each person has a unique role.
Millennials       What will I get out of this team?
         Four Generations –
              Succession Planning
Traditionalists   My dedication and service have
                  been rewarded.

Baby Boomer       It’s about time! I’ve paid my dues.

Gen X             What do you mean I can’t be
                  promoted yet? I have delivered the
                  results for which you asked.
Millennials       What’s my next career move? I’ve
                  been here for 12 months and
                  haven’t been promoted yet.
            Four Generations
• The Emerging Worker:
   – Began with Gen X (1965 – 77) Ages 41 to 29

   – Bled up into Baby Boomers, down to Millennials

   – Mistrusts employers – no loyalty

   – “Job security” = “marketability”

   – Willing to wait for a good fit versus taking any job
     to get income
                 Four Generations
• The Millennials – Gen Y
  Global “Hip-Hop” Culture—Born in the USA!
   – 71 Million children of Baby Boomers
   – Born from 1978 to 1997 (ages 9 to 28)
   – Roughly 30% of population
   – Spending power exceeds $200 Billion
   – Influences another $300 to $400 Billion
   – Most ethnically diverse generation ever
   – Turned off by hard sell

Source: American Demographics, U.S. Census Bureau, USA Today
                 Four Generations
The Workforce of the Future …the Digital Generation!
   – First generation to grow up online
   – 99% use the Internet
   – Average 10.3 hours weekly online
   – 49% have made an online purchase in a year
   – Job hunting sites most popular (
   – Pod casts and blogs
   – Social networking sites
      - MySpace, Facebook, Black Planet and MiGente
Source: YouthStream Media Networks Survey, Media Magazine
         Four Generations
Multigenerational Communications
  – Be inclusive
  – Capture your culture
  – Create culturally competent
  – Respect and understand values and
  – Partner with marketing function
            Four Generations –
   Key Messages – Hiring/Retention
Traditionalist     Boomers             Gen Xers            Gen Ys
How they         How their           What’s in it for   How they will
contribute to    profile is raised   them?              be able to use
continuing       by association      Transferable       their creativity
legacy and       and how they        skills plus        and be able to
how they can     can impact          results they       provide input,
mentor           strategy and        acquire; speak     their
subsequent       direction of        to freedom         participation
generations      organization        from paying        has meaning in
                                     dues, focus on     greater context
                                     process and
              Four Generations
    Maslow’s Hierarchy of Needs


Gen X

Baby Boomers


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