Center for Workforce Inclusion’s Post

Click the link in the post below to take the very important “Age Inclusion in the Workplace Survey”!

Be part of the conversation by sharing your experiences in the workplace! Take this quick survey on age inclusion in the workplace. More info below:

46 Diversity in the Workplace Statistics to Know. Diversity and inclusion in the workplace are among the most important topics facing HR, people teams and recruiting professionals. Knowing a wide range of statistics related to workplace diversity and inclusion might help you and your team better understand the complex nature of the topics. #diversity #DEI #inclusion

"Diversity, Equity and Inclusion in the Workplace: A Survey Report (2023)" - Pew Research Center's survey report explores workers' perceptions of DEI efforts in the workplace. It discusses the varying degrees of support for DEI initiatives across different racial, age, and partisan groups. The report also touches on the importance workers place on having a diverse workforce and the perceived attention their employers pay to DEI

💼 Cultivating a workplace that champions diversity, equity, and inclusion is critical to a thriving organization. Pew Research delves into the impact of diversity in the workplace, highlighting the advantages of fostering an inclusive environment. 👉 Find the complete article here: https://lnkd.in/dH8UXMNg #WorkplaceDiversity #InclusiveWorkCulture #PewResearch

Over the past 12 months, two family members aged 50+ have had to look for work, and it’s really opened my eyes to the age bias many companies still have. Instead of focusing on what you assume someone ‘can’t do’ because they’re part of an older generation, why not consider the wealth of experience, knowledge, and value they bring to the table? There’s so much to gain from embracing diversity in all its forms — including age. #cipd #hr #virtualassistant

Daily Dose of #culturalcompetency wisdom from my own experience. QQ: Your company is struggling with diversity and inclusion. How can you help it measure up? In my experience, In the mental health sector, embracing D&I is not just a corporate goal but a clinical necessity. Begin by thoroughly assessing your company's current status, analyzing employee demographics, and understanding the workplace culture. Develop a strategic vision focusing on inclusivity and representation. Implement inclusive policies, such as flexible working hours and comprehensive anti-discrimination training. Foster a culture where every voice is valued, through regular employee engagement and open discussions. Additionally, extend your efforts to the community, especially focusing on youth. Collaborating with schools and local organizations can provide insights into diverse needs. [Content Originally Published on LinkedIn Collaborative Articles] 💜 Please click the link in the hashtag #commentsbelow to Upvote my Contribution!

Embracing age diversity in the workplace is crucial to creating an inclusive and diverse workplace. Age-inclusive policies play a critical role in attracting and retaining talent, fostering a culture of innovation, and promoting knowledge sharing across generations. Here are key reasons why companies should revisit their age-inclusive policies: 1️⃣ Attracting a diverse talent pool: By promoting age diversity, organizations can access a wider range of skills, experiences, and perspectives. 2️⃣ Retaining experienced employees: Age-inclusive policies help retain valuable knowledge and expertise within the organization. 3️⃣ Addressing the needs of different generations: Tailoring policies to accommodate the preferences of employees across different age groups fosters a supportive work environment. Especially in countries with an ever-increasing older population. 4️⃣ Promoting knowledge sharing: Encouraging intergenerational collaboration can lead to valuable mentorship opportunities and a culture of continuous learning. 5️⃣ Enhancing diversity and innovation: Age diversity fuels creativity and innovation by bringing together employees with diverse backgrounds and perspectives. Let's continue to champion age inclusivity in the workplace for a more vibrant, engaged, and successful workforce! #AgeDiversity #Inclusion #WorkplaceCulture #hrcommunity #ceoinsights #headhunters

Why I Advocate for Age Diversity..... As someone deeply invested in the benefits of an age-diverse workplace, I’ve seen first-hand how it fosters innovation and growth. Age diversity brings a wealth of perspectives and experiences that can significantly enhance problem-solving and creativity. However, many organisations overlook the advantages of a more age-diverse team. If you haven't yet considered the value that older employees can bring, I encourage you to explore this potential. Integrating diverse age groups within your team can lead to increased employee satisfaction, reduced turnover and a more dynamic work environment. If you haven't explored this yet, what concerns or questions do you have? Let’s connect and discuss how we can foster more inclusive and innovative workplaces together. #PersonalInsight #Advocacy #O50C #AgeDiversity

😩 Stop categorizing your employees by their #Generations. 😠 Boxing your people into cohorts—such as Baby Boomers, Gen X, Millennials, and Gen Z—remains a popular practice. This approach reinforces stereotypes, promotes ageism, and overlooks the complex factors that contribute to an individual's identity and work preferences. 📣Flawed Approach: Research has shown that while generational categorization can have appeal, relying on it to inform workforce management and policies is problematic. Because it tends to foster stereotypes about generational differences, resulting in broad overgeneralizations, inaccurate assumptions, and potentially even discriminatory practices. 📣Misguided: One example that illustrates the potential harm of generational stereotypes involves the different communication preferences attributed to each generation. There's a common belief that Gen X prefers phone calls, Millennials lean towards emails, while Gen Z favors instant messaging. Such stereotypes not only oversimplify the diversity within each cohort but also risk creating unnecessary barriers to effective communication and collaboration in the workplace. 📣Intersectionality and Individuality: Your employees' experiences are shaped by multiple facets of their identity, including but not limited to age, race, gender, sexual identity, socioeconomic background.... Generational categorization fails to account for these intersecting identities, potentially sidelining the unique challenges and contributions of individuals. Instead, embracing diversity and inclusion requires a focus on the specific needs, skills, and experiences of each employee, fostering an environment where everyone can thrive irrespective of their generational cohort. 🎯Moving Forward: Organizations should prioritize flexibility, open communication, and policies that address the specific needs of their workforce. For example, instead of assuming all Millennials value work-life balance above all else, it's essential to recognize that preferences for flexibility and meaningful work cut across generational lines. This approach not only enhances employee engagement and satisfaction but also supports a more inclusive and productive workplace culture. By moving beyond generational categories and focusing on the unique attributes and needs of each employee, organizations can build more resilient, innovative, and inclusive workplaces. It's time to shift the narrative from generational differences to a deeper understanding of diversity and inclusion, where every individual is valued for their unique contribution to the collective success. #Agesim #Intersectionality #RemoteWorkFacilitation #DEI #WorkforceManagement #HR #BusinessAgility -------------------------------------------------- Resources: Categorizing Workers by Generations: Helpful or Harmful?: https://lnkd.in/eiQZeSVT Making sense of generational stereotypes at work (McKinsey & Company): https://lnkd.in/egQN9jcu