Age diversity blends the experience of multiple generations of co-workers in a team. Employees belonging to different generation have different ways of thinking which bring a variety of perspective and provides the organization with a sound knowledge base with in-house talent. It enriches the work environment and balances maturity with youthful enthusiasm. For example, millennials’ strong media knowledge combined with boomers’ interpersonal skills is a great benefit for companies that serve a broad age demographic. Marcie Pitt-Catsouphes says in her thesis Talent Management Study that “shifts in the age demographics of the workforce are among the most important economic, social and demographic trends that are reshaping today’s business environment” (McKinsey and Company 2007).
Cultural diversity, on the other hand, increases productivity, attracts talent and boosts workforce engagement. Utilizing the experiences and skills of employees from different background fosters creativity and brings a range of perspectives and ideas. Employees can learn from their fellow workers’ experiences from a different approach which leads to substantial profits for the company. Steve Clark, Director, People & Change, says, “A culture that supports diversity, and in which individuals are equipped to deal with that change, is going to promote success” (KPMG (2016).
Thus, by promoting a diverse workplace environment where everybody helps each other to achieve goals, a company or organization can build a genuinely inclusive company that will better entice and maintain diverse skills. In “The Truth About Diversity – And Why It Matters” Shelley Zalis sets out five concepts companies can incorporate in their hiring process to have a diverse workplace. Which are “Seek out Different Mindset, Be Intentional, Get Comfortable with being Uncomfortable, Lead with Empathy and Have Accountability” (Zalis, 2017).
When hiring, upper and middle-level management should seek candidates because they believe that the individual is a good fit and their knowledge and different background will be an asset. Zalis says “They don’t look for diversity or difference, they look for similarity and compatibility.” (Zallis, 2017).Companies need to have an open dialogue among all level of staff and accept the challenges they may face when in a diverse workplace. Therefore, allowing employees to embrace their differences without judgment which will lead to higher productively, lower turnovers and set an example for what the future of the workplace will look like.