This is the second blog in a series on Creating Thriving Organizational Cultures with Different Generations
Why intergenerational workplaces give people of all ages a sense of belonging in an age-diverse, enriching, and supportive team environment.
On February 29, 2024, I had the privilege of co-hosting a webinar with Dr. Kathy Bishop, Associate Professor & Program Head of the MAL XL, VBLD Graduate Certificate at RRU. In this webinar, Creating thriving organizational cultures with different generations, we addressed three key considerations, namely, why intergenerational organizational culture is crucial in strategy implementation, coming together to co-create intergenerational shared spaces, and strategies for executive leaders to create a thriving organizational culture.
Based on the popularity of the webinar, we decided to collaborate on a three-part blog series on intergenerational culture in a thriving workplace. In the first blog, Dr. Bishop wrote about why an intergenerational organization is culture crucial in strategy implementation. In this second blog, I dig deeper into why intergenerational workplaces give people of all ages a sense of belonging in an age-diverse, enriching, and supportive team environment.
Facing ageism
Culture in the workplace can be difficult to value especially when people struggle to feel like they belong where there is a palpable bias present because of age difference. According to the World Health Organization's Global Report on Ageism (2021), ageism is prevalent and universal. Stereotypes and biases, based on age, lurk in society including in the workplace. It can be ugly, persistent, unrecognized and go on unchallenged.
According to the CEO of the National Association of Federal Retirees, the issue of ageism is real, “Ageism manifests itself in the way one thinks, in the form of stereotypes; in the way one feels, in the form of prejudice; and in the way one acts, in the form of discrimination…Combating ageism is a priority…We recommend starting with initiatives that combine education and awareness with intergenerational interaction as research shows they offer the most promise in changing ageist attitudes” (Pizzino, 2022, p. A9).
By creating space where intergenerational conversations occur, it offers opportunities for greater acceptance of people, it breaks down barriers and it debunks common assumptions based on age discrimination. Intergenerational connections generate ideas from espoused, diverse perspectives to co-create valuable work and life experiences.
An intergenerational practice in the workplace
Being intentional about leading and supporting an intergenerational work environment stems from a values-based vision, one that engages and promotes the benefits of a workforce focused on the talents and contributions of a whole intergenerational team. Leadership can set a tone with a mindset that encourages intergenerational bonds, learning, opportunities, and collective responsibility. This means giving time and space for people to come together and emphasizing the importance of listening and acting with empathy and respect. An intergenerational workplace culture is shaped on strengths and values, giving everyone opportunities for connection. Not only is it a lens that is easily inserted into organizational frameworks, policies and strategies, it is a way of thinking, being, and acting that fosters generational interdependence, meaningful relationships, and reciprocity.
Capitalizing of age diversity in the workplace
Enabling and intentionally hiring with a focus on blending generations can be an opportunity rather than a challenge in the workforce. It is a commitment to identify and communicate the benefits of an intergenerational group, tackle age-related issues and barriers, and push to unleash and mobilize workplace action. Bringing age diversity to a team changes representation in an organization’s culture by highlighting the advantages and dynamics of different personalities, attitudes, and life and work experiences. Those generational traits and attributes paint a canvas of workforce intersectionality that can influence people’s thinking, behavior, creativity and performance. The overlap of commonalities will surprise, it will show a mosaic of the best qualities of people, of all ages, forming a workforce that transcends expectations to succeed.
To view the February 29th Webinar, go to: https://www.youtube.com/watch?v=TscwKovq_Tc
Diane Drouin, MA holds a Master of Arts Degree in Leadership, with an Executive Leadership specialization from Royal Roads University. The focus of her Engaged Leadership Capstone Project was bringing intergenerational work practitioners together to collaborate, promote, and advance intergenerational initiatives locally and across Canada. Diane is a community engagement leader and Co-founder of GénérActions, a social enterprise focused on raising awareness of community social responsibility by promoting intergenerational connections across private and public sectors for healthier, more caring communities everywhere.
References
Pizzino, A. (2022, November 30). Curbing ageism must become a priority. Ottawa Citizen, p. A9.
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