When we hear the word "diversity," it is assumed to be gender diversity. However, diversity is much more than that. It also includes education, ethnicity, and generational diversity. In today's diverse workforce, age diversity has become an increasingly important aspect of managing teams and organizations. As the workplace continues to span across multiple generations, managers and leaders must adapt their management styles to create inclusive environments that support the diverse needs and perspectives of employees.

Understanding Age Diversity:

Age diversity in the workplace refers to the acceptance and inclusion of individuals of different ages within an organization. Every generation possesses distinct strengths, expectations, and work approaches influenced by their upbringing, life phase, and professional background. Recent research has indicated that the employment rate of workers aged 55 to 64 is increasing at a rapid pace to combat labour shortages in the economy. While there has been a considerable amount of multidimensional research on aging, there is a lack of understanding of how organizations can best utilize the knowledge and expertise of workers of different ages to capitalize on age diversity and improve overall outcomes.

The age-old biases in the organizations still persist. Older workers are often assumed to be less adaptable or require more hand-holding than younger workers. Contrary to assumptions, research indicates a different reality. Older employees, in fact, exhibit lower stress levels when adapting to new technologies and flexible work arrangements compared to their younger counterparts. Additionally, they often possess heightened emotional intelligence, a valuable trait sought by managers aiming to cultivate self-aware team players adept at collaboratively addressing challenges. Even younger workers in organizations often encounter several biases that can affect their experiences and opportunities. They may be perceived as lacking sufficient experience, leading to doubts about their ability to handle complex tasks or responsibilities.

Remove Ageism from Recruitment:

Extensive data highlights the challenges individuals over 45 years of age encounter when seeking employment, a predicament that also affects younger job seekers. It's concerning that certain companies even include age restrictions in their job descriptions, prompting the question: why? A crucial initial step towards rectification involves eradicating age bias during the hiring process. It's imperative to assess candidates based on their skills and competencies, rather than their age. Organizations must adopt a progressive and inclusive mindset, steering away from preconceived notions.

One way to eliminate bias from hiring is to have a diverse set of people on the recruitment team so that candidates are evaluated from all aspects. Managers and systems should be trained to not shortlist candidates based on age but only on relevant experience and skills. Understand the long-term benefits of hiring a diverse population: higher retention, better productivity, diverse perspectives, ultimately leading to increased bottom line.

Inclusion is everybody’s responsibility:

Inclusion is not only a matter of fairness but also a strategic imperative. It contributes to organizational success by fostering innovation, enhancing employee morale, and creating a more dynamic and agile workplace. Therefore, every member of an organization has a role to play in promoting and maintaining an inclusive culture. Generational differences are a fact of life, and it is important to respect these differences. Employees who do this are those who understand and accept that there are differences between them and their older coworkers. They acknowledge the existence of these differences but do not allow them to hinder their collective pursuit of goals.

Employees can play a crucial role in helping managers effectively manage age-related diversity in the workplace. Here are some ways in which organizations can enable creating an inclusive and harmonious environment:

1. Share Knowledge and Skills: Employees of different age groups often have unique skills and experiences. Encourage open sharing of knowledge and skills among colleagues, regardless of their age. This can enhance collaboration and help bridge any knowledge gaps that may exist.
2. Mentoring and Reverse Mentoring: Employees can engage in both traditional mentoring (older employees mentoring younger ones) and reverse mentoring (younger employees mentoring older ones). This exchange of insights can foster mutual learning and understanding.
3. Promote Collaboration: Encourage cross-generational teams to work together on projects. This promotes diverse perspectives and allows employees to learn from each other's strengths.
4. Respect and Empathy: Foster an environment where employees respect each other's experiences and viewpoints. Encourage empathy and understanding by recognizing that different generations may have different approaches to work and communication.
5. Communication Training: Provide training on effective communication that takes into account generational differences in communication styles. This can help prevent misunderstandings and promote better interaction.