For any business that is growing, it’s important to have a diverse workforce. It can be difficult to develop strategies that foster and promote inclusion.
National Inclusion Week, which begins today in the UK, will bring this issue to the forefront. This year, the week will be dedicated to celebrating diversity and creating inclusive workplaces.
{This year’s theme is ‘Impact Matters’ and is a call-to-action to everyone in an organisation, from leaders, to inclusion professionals through to teams and individuals. |The theme for this year is “Impact Matters” and it is an appeal to action to all in the organisation. This includes leaders, inclusion professionals, teams, and individuals.
{Here Shalini Khemka CBE, CEO and Founder of the entrepreneurial community E2E, outlines how businesses can adjust and tailor their managerial styles through better understanding generational differences – and help to become more inclusive in the process.<span data-ccp-props=" Shalini Khemka, CBE, CEO, and Founder, entrepreneurial community, E2E, discusses how businesses can adapt and tailor their management styles by better understanding generational difference. This will help them become more inclusive.
Promote open communication: Encourage employees’ perspectives and experiences to promote mutual understanding and respect. Regular workshops and team building activities can help to bridge generational differences and create a cohesive team. This allows everyone to better understand their peers, and how they may think differently.
Use strengths from different generations. Each generation has unique strengths that can be used in the workplace. Baby Boomers, for example, often possess deep industry expertise and experience while Millennials, Gen Z, and Gen Z tend to be more tech-savvy. Recognizing and leveraging strengths can help companies improve collaboration and boost innovation.
Flexible work arrangements. Different generations have different preferences when it comes to work environments and schedules. Flexible work arrangements such as flexible hours or remote work can be offered to accommodate different generations’ preferences. This will lead to a higher level of job satisfaction and productivity.
Adapted professional development: Offer training and development that is tailored to the learning styles and career goals of each generation. Gen Z might prefer digital platforms for learning, while Baby Boomers may value mentorship.
Leadership that is inclusive: Leaders are crucial in managing multigenerational teams. Leaders can create an environment that is positive and productive by adopting a leadership style inclusive of diversity and collaboration.
Mentorship and reverse mentoring programmes: Implement programmes that allow experienced employees to share their knowledge with younger co-workers. Reverse mentorship programmes allow younger employees the opportunity to share their knowledge on current technology trends and technologies. This fosters a culture that encourages continuous learning and growth.
The first time this post appeared was on HR News.
