5 Generations in the Workforce
Cynthia Featherson, California CASA DEI Manager
9/3/24
Whenever I conduct DEI training of any kind, I inevitably will show a slide referencing the dimensions of diversity. Age is one of the primary dimensions that is often taken for granted and not dwelled on during DEI discussions. The Society for Human Resource Management (SHRM) states that for the first time, there are five (5) generations in the workplace -- Silent, (1925-1945), Boomers (1946-1964), GenX (1965 – 1980), Millennials (1981- 1995), and GenZ (1996 – 2009) – at the same time!
Generational differences are not scientifically determined in the same way that biological traits are. Instead, they are generally understood through a combination of social, economic, and cultural factors. Here’s how generational differences are studied and understood:
Historical and Social Context: Generations are shaped by the historical and social contexts in which they come of age. For example, Millennials grew up with the rise of the internet and social media, while Baby Boomers did not. Researchers analyze these contextual factors to understand how they influence values, behaviors, and attitudes.
Sociological Research: Sociologists and other researchers study generational trends through surveys, interviews, and longitudinal studies. They look at how different generations respond to various social, economic, and technological changes, and how these responses shape their behaviors and attitudes.
Psychological Studies: Psychologists explore how generational experiences impact personality traits, work habits, and communication styles. For example, research might examine how exposure to technology influences cognitive and social development.
Economic and Cultural Trends: Economists and cultural analysts study how economic conditions and cultural shifts influence generational characteristics. For instance, economic recessions, major technological advancements, and cultural movements can shape generational attitudes toward work, money, and life priorities.
Generational Theory: Some theories, like those proposed by William Strauss and Neil Howe in their book "Generations," suggest that generational cohorts share certain characteristics because of the formative experiences they share. While these theories offer frameworks for understanding generational behavior, they are not universally accepted as scientific fact.
While generational differences are observed and studied through these methods, it's important to note that generational traits are generalizations and may not apply to every individual within a cohort. People are influenced by a complex mix of personal, social, and cultural factors, and there is considerable variation within any generation.
So, the question we must ask ourselves is:
How do we capitalize on having multiple generational perspectives?
We do so by once again using a DEI lens and understanding that generational differences offer yet another way to let our differences – make a difference in support of our mission:
Generational differences can play a crucial role when advocating for children by offering diverse perspectives, strategies, and solutions. Here are some ways these differences can be beneficial:
Understanding Values and Priorities: Different generations may have different values and priorities regarding child-rearing, education, and child welfare. By recognizing these perspectives, advocates can better address the concerns and preferences of various stakeholders and create more comprehensive advocacy strategies.
Tailoring Communication: Each generation has distinct communication styles and channels. For example, Gen X and Baby Boomers might prefer traditional methods like face-to-face meetings or written reports, while Millennials and Gen Z might favor digital communication and social media. Understanding these preferences helps in effectively conveying advocacy messages and engaging with different audiences.
Leveraging Experience and Innovation: Older generations often bring a wealth of experience and institutional knowledge, while younger generations might offer fresh, innovative approaches and technological savvy. Combining these strengths can lead to more effective advocacy strategies and solutions for children's issues.
Building Cross-Generational Coalitions: By recognizing and respecting generational differences, advocates can build coalitions that bring together diverse groups with shared goals. This can enhance the breadth and impact of advocacy efforts by pooling resources, knowledge, and networks from various generational perspectives.
Addressing Varied Concerns: Different generations may be concerned with different aspects of child welfare based on their own experiences. For instance, older generations might focus on traditional issues like educational access, while younger generations might emphasize mental health and digital safety. Acknowledging and addressing these varied concerns can lead to more comprehensive and inclusive advocacy efforts.
Understanding Policy Implications: Generational perspectives can influence views on policy and legislation related to children. For example, Baby Boomers might prioritize long-term stability in policies, while Millennials might focus on flexibility and adaptability. Understanding these perspectives helps in crafting policies that consider the needs and preferences of different groups.
Educating and Raising Awareness: Different generations have different levels of awareness and understanding of contemporary issues affecting children. Advocates can use generational insights to tailor educational efforts and raise awareness about key issues in a way that resonates with various age groups.
In summary, leveraging generational differences can enhance advocacy for children by ensuring that diverse perspectives are considered, communication is tailored effectively, and strategies are inclusive and innovative.
As always, let me know your thoughts. If I can assist you, please contact me at cfeatherson@californiacasa.org or 619.330.6830.