Evans points to research covered in the Harvard Business Review that reveals diversity programs and training yield the opposite results of what companies offering them intended. Since most companies and organizations are both discriminatory and non-discriminatory towards age, some things in the employment relationships will shift in one direction while others in another. Workforce Training and Engagement One of the most popular stereotypes of older employees is their inability to learn new technologies and resistance to changes. Managers should be reasonable in terms of understanding the moralities the rights and wrongs and what to do to make sure age discrimination stays at a reasonable degree. Aneri Pattani is a journalist who explores the findings of a study that suggest women and minorities are penalized when they advocate for diversity. In addition to these perceived qualities of older employees, employers cite higher wages, increased cost of health insurance and disability, and the expense required to train older workers in new technologies as obstacles to hiring and retaining older employees Taskforce on the Aging of the American Workforce, 2008. For this reason, profit and non-profit organizations need to become more diversified to remain competitive.
This might affect the productivity of the organization. But more work still needs to be done to continue to advance the benefits of diversity and inclusion in the workplace. Recognizing that none of the following are easy…. Diversity can positively impact business performance because of the varying perspectives and ideas people from different backgrounds and genders bring to a team. How do you measure the impact of diversity initiatives at your organization? In addition, train leaders to move beyond their own cultural frame of reference to recognize and take full advantage of the productivity potential inherent in a diverse population.
According to the Census Bureau, people of color own of U. This can lead to miscommunication and productivity loss. In the past, women were paid less than men, but the Equal Pay Act has changed that. Some positives include increased productivity, increased creativity and problem solving, helps to attract and retain talent, improves team building and enhances communication skills, helps to diversify customer base, according to a blog on Saharconsulting. Research suggests that diversity increases innovation and improves market growth. Engaging the 21st century multi-generational workforce: Findings from the Age and Generations Study. To help you capture this competitive advantage, here are 5 recruiting tips for increasing diversity in the workplace.
The study determined that when the employees of an organization are largely diversified in age, naturally a larger knowledge base and varied experience is available. This is great because it and at times increase employee motivation as well, which is great for the company. Businesses willing to offer these flexible arrangements gain a competitive edge because of a happy, motivated, and engaged workforce. In fact, companies with a more diverse workforce perform 35% above national industry medians. An employer can do little to avoid such losses, and most times the employer passes these losses onto the younger employees as higher premiums and increased workloads. After going through weeks of the.
Steven Lindner is a Daily News contributor who explores why diversity poses such a challenge for companies. Diversity of age at work fosters a larger knowledge base. In this case, older workers often face intense age discrimination and are under-valued. Managing diversity is a significant organizational challenge, so managerial skills must adapt to accommodate a multicultural work environment. In a workforce dominated only by young professionals, there is no opportunity for generational mentoring; in a workforce dominated only by mature employees, workers eventually retire from the company, leaving behind few people who are familiar with the company's history. For example, one customer may prefer the fast pace of email correspondence, while another may appreciate the tradition of a formal business letter.
This will signal the importance of this to the company in a way few other measures can. Authors Backes-Gellner and Veen reveal some facts with valuable implications that run contrary to these common notions. Part of the reason is the tendency to pigeonhole employees, placing them in a different silo based on their diversity profile. Work Force Assessment For employers to understand the diversity, degree of discrimination, and the overall status of the workforce, the employer must first analyze and assess the workforce and discover what issues and underlining problems exist. Devote an equal amount of time and effort in retaining new employees.
Accommodations may involve working from home or providing audio and visual aides to any acoustically or visually impaired employees. But as all know, there is equally some disadvantages of diversity in the workplace related to age. They themselves may not believe that they are indeed discriminating against anyone but this is where they need to be educated further so that they will be cognizant of their actions. Adequate training should also be provided equally for all employees. Find someone from a different background, a different race or a different gender. Some of these issues include age discrimination, increased disability and healthcare cost, loss of expertise due to the inability of employers to retain the older employees and lack of proactive procedures and programs for older employees.
Be culturally sensitive when describing what makes your company a good place to work. . However, companies that start this important work now will be better prepared for the inevitably more diverse demographic makeup of the future United States and reap the benefits—both financially and ethically, by creating an organization representative of the customers it serves. It involves recognizing the value of differences, combating discrimination, and promoting inclusiveness. A Software Advice found that 51% of job applicants are more attracted to job postings that contain images and videos. Some of the basic hindrance to age diversity are, 1. Disability as a function of age.
The Sloan Center on Aging and Work has documented that engaged employees of all age groups need less healthcare, take less sick days, use longer tenure, carry a more positive attitude, and provide better work quality and better customer service. Also employees need to feel that discussing their concerns with their managers will not have repercussions on themselves and managers need to be educated in order to handle their concerns properly. There are four different generations in the workforce today and the way they interact and perceive their lives and careers are vastly different. A diverse collection of skills and experiences allows a company to provide service to customers on a global basis because the company is able to relate and understand their clients better, and some even on a personal level. Meanwhile, thirteen percent of the working population in the country are the so-called baby boomers. First, managers must understand discrimination and its consequences. Exposure to Differing Perspectives and Opinions Although this might sound positive for most people, this can also be negative once you consider a new workplace.
Hence, in these kind of situations both of them can mutually help each other and work in respective time limits. National Study of Business Strategy and Workforce Development. While age diversity has a considerable positive effect on the productivity of an organization, this benefit only exists when the problem or task is not structured. In conclusion, there is no question that there has been a decrease in documented cases of age discrimination over the last several years, but even with the changes made in the workplace we know that it continues. Based on these surveys, employers may face trouble to retain the knowledge and expertise of the older employees as well as legal liabilities for age discrimination. The reduction of health has provided employers a unique benefit of helping to retain employees with better and more focused programs for healthcare and disabilities. As the baby boomer generation looms towards retirement a big challenge faced by management will be to fill the rolls voided when the workers walk away.