Age and Diversity

Age and Diversity

With today's diverse workforce, a huge range of age's abound in the workforce. The workforce typically is comprised of those starting employment at 16 year olds all the all way up to those in their sixties and beyond. The generational categories- Traditionalist Generation (1927-1945), Boomer Generation (1946-1964), Generation X (1965-1980), Generation Y or Millennial Generation (born 1980 of later,) (Unknown, 2009) all are represented in the workforce today and all have their beliefs and way of doing things. The Traditionalist Generation experienced two World Wars and have a great deal of respect for authority and are typically uncomfortable with technology. Those born during the Boomer Generation are usually in their late forties to early fifties, independent and pride themselves in their strong work ethic. Generation X is more ethnically diverse and better educated then the Boomer Generation. Lastly, Generation Y individuals were born during a time of huge economic growth and only recently have they experienced a time of economic downturn during our latest recession. They also are considered to be the most technically savvy (Hammill, 2005).

Those in management might at times be quick to jump to a cookie cutter approach to managing all individuals in a place of employment. This could prove ultimately ineffective. In addition, differences in age at times bring about stereotypes that are not always accurate. Such as, "Old people aren't cut out to work- they are slow and hard of hearing." "Young employees are inexperienced, lazy and don't know the value of hard work." Such types of stereotypes can lead to damaged work relationships (Lequerica-Calvo, 2008).

An example of a stereotype that I could have had was with one of my current employees. "Linda" a long time employee of mine, is a 10 year veteran of the place I work.

She was with the company for 5 years prior to when I was hired. She is approximately 65 years old and from first glance one could possibly jump to the conclusion that someone of her age is not cut out for the hustle and bustle of a fast past environment that is demanded of the job, but one would be surprised. She is quick, dependable, and ever so loyal to the company she works for. Most of the characteristics she displays are reflective of those in the category of the Boomer Generation, including being cleaver and resourceful. One thing I notice about her is change is hard for her. She is independent and doesn't like people messing with her routine. Approaching her with new things is usually difficult. But I have come to realize by showing the benefits of a process change can usually win her over.

With varying ages in the workforce it is important that management understand that each individual is their own person and that each generation has their own positive qualities. By having