“We need to remember across generations that there is as much to learn as there is to teach.” – Gloria Stinem***
The world of diversity, equity and inclusion is a unique, exciting ever changing yet all too consistent world for the change agents who dare to embark on making changes in the corporate world. It’s even more challenging in other settings like houses of worship and education.
What creates the challenges? The mindsets, the histories, the rigidities, the unknown ignorances, the anti-inclusion cultures we live in and the fears of course. We can create a variety of initiatives, institute change and document great policies and parameters but we continue to face the challenge of people going back home every day, mixing with varied viewpoints and influences then returning to work like reprogrammed robots, cheering for the days of old, ready to re-institute the status quo. Sometimes these bots are completely oblivious to the role they play in creating the challenges long faced by diversity practitioners for decades.
Take Wendy as an example. Wendy is my age. She’s a leader in an organization I have had the pleasure of being associate with. This organization had a fairly low number of young leaders… actually there was only one leader younger than 40 in the organization. Needless to say, it was important for them to nurture and maintain relationships with young professionals to improve generational diversity in the organization and ultimately within the leadership team.
Wendy had been with the organization for at least 10 years and she was quite advanced in her knowledge and skill of and within the organization. She worked for one of the high level executives and this carried clout with everyone.
I walked up to her having a conversation with one of the younger male employees who had recently graduated from college and who was trying to reestablish himself in the organization as a more mature member of the team.
Clearly such an individual is on the brink of multiple decisions and a great deal of change as he made employment, living and other important long term decisions that we all tend to make after finishing a college degree. Holding on to incumbent talent, people who have already been with us for a while, while attracting new talent and energy is a major part of building a viable and diverse team in any setting. When we can attract and retain each we tend to experience growth and synergy between generations and people that adds to our growth and success.
As I eavesdropped on their conversation, I was horrified to hear Wendy talking to the young man as she had a tendency to do with young people. She was talking down to him, scolding him about something he was attempting to do as if he were a young school boy or even worse, as if he were her child! I didn’t want to embarrass him by letting him know I had overheard the conversation so I waited until I was alone with him and asked him about it. He downplayed it and said it was OK. This was typical of this easy going individual. He was never one to create problems or make an issue of others’ behavior or misbehavior.
I also broached the subject with Wendy, cautioning her on the importance of treating everyone with respect and being careful to treat young adults like adults. She agreed wholeheartedly and insisted that she felt the same way. She also shared instances in which she noticed others being condescending towards others and how inappropriate it was. There was not even a hint of acknowledgment in her voice or in her eyes that she might actually be one of those individuals as well. I hesitate to say she was clueless because I know she is aware of how rough and gruff she sounds but I would say she was ignorant of the impact of her behavior on others. Though the young man downplayed the entire thing and the multiple other micro inequities that occurred with him over a short period of time he eventually left the organization he had been a part of for many years. He had hoped to grow there in a new way, not as a teen or a student but as a professional but his older counterparts wouldn’t let him.
The Younger Generations Are Arriving At Work
Millennials (those born 1981 to 1996) and Gen Z (born 1996 to 2010) now make up 46% of the employment world. Since they are the most racially and ethnically diverse generations ever born, it makes sense that diversity, equity and inclusion are very important to them. According to a 2020 Gallup poll of both generations, they want an employer that values an employees’ well-being.
We don’t sit back and shake our heads. We do something to take command of the situation and drive change. How do we do this? We implement ways to incorporate more inclusive leadership practices and team development to create the successful, appealing environments we want and need. Again, how do we do this? Here are five suggestions for attracting and/or retaining younger talent and supporters in our organizations.
1. Promote & Impart Intentional Communication and Respectful Treatment of Others
Good leaders are made not born. If we train our leaders to lead diverse teams we will be giving them the tools they need to lead people who are not only from varying racial and ethnic backgrounds but also different religious, gender and generational backgrounds as well. We often promote people because of how well they do the work, not necessarily because they lead others well. These same individuals are left to rule and reign, sometimes unchecked, over our most valuable asset – people. In a survey conducted by Harvard Business Review of 1,200 entry level, hourly employees, the surveyed individuals stated that being treated fairly and with respect was more important than income. I could share some horror stories of how some wisdom-deficient leaders can cost an organization hundreds of thousands of dollars through poor treatment of others. Turnover can cost anywhere from tens of thousands of dollars to as much as twice the annual salary of the person you lose, depending on the role.
2. Push the Mission
Employees and volunteers, particularly younger ones, want to know they are making a difference in the lives of others and in an organization that is impacting the world. Do an intentional, ongoing marketing campaign of your mission, making it clear to all, what that is and how everyone is contributing to making that mission a reality.
3. Promotional and training opportunities
Upward mobility is important to most but it is especially important to millennials and Gen Z. The chance for future promotional opportunities helps motivate individuals to stay longer when they see their current role as a stepping stone to greater prospects. People want professional growth. They see themselves as being on their way somewhere and they don’t really want to waste time getting there.
4. Show Them They are Appreciated
Whenever people feel they are valued they are more productive, committed and contented. Showing younger team members that they are valued and appreciated helps them know that you trust them and increases their level of ownership. Feeling valued helps Millennials and Gen Z’ers become more engaged. When they are disrespected or treated in dismissive, condescending ways, you obviously get the opposite effect.
5. Make Work and Service Fun
Younger people are looking for a fun environment in which to spend their time working. They like to mix work and play while getting the work done. They lean towards doing work they enjoy, thus making it a pleasure to perform each day. It’s a refreshing and motivating way to work. Examples of creating a more fun work environment include team outings, team volunteer events, fun workspaces and more.
Closing Thoughts
The world of diversity, equity and inclusion is a unique, exciting ever changing yet all too consistent world for the change agents who dare to embark on making changes in the corporate world. It’s even more challenging in other settings like houses of worship and education.
What creates the challenge? We do.
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