Age is a diverse number

The modern workplace is a mosaic of different generations, which provides a richness of experiences that organisations should maximise to achieve greater success.

Age diversity refers to the range of age groups present within an organisation. Creating a culture where diversity is welcomed is a positive strategic move that underpins a more productive and innovative workforce.

How age diversity benefits teams

Recent workplace trends suggest greater age diversity, with older workers representing the majority of the UK workforce with younger workers quickly filtering through to all levels of organisations.

Whether you are ‘Gen Z’, ‘Millennial’, ‘Gen X’ or ‘Baby Boomer’, you’ll find yourself collaborating alongside other generations to reach common goals. Age diversity is a rich seam of opportunity, which, if fully understood, allows teams to not only achieve more through collaboration and knowledge sharing but also  encourages individuals to support each other.

Steer clear of stereotyping

Terms, like ‘Gen Z’, ‘Millennial’ and 'Baby Boomers' are demographic cohorts that enable us to pinpoint age ranges but they can also lead us to make damaging stereotypical assumptions about individuals within those groups.  Who hasn’t heard the fallacy about Millennials stopping at coffee shops for their essential morning latte or Gen Zs being a whizz at IT and computers?

The dangers of assumptions

Take for example, the stereotype that Gen Z have great IT capabilities, which, on the surface, appears to be a positive assumption. However, to hold this belief one must also assume that those outside this demographic cohort have weaker IT skills, which can unwittingly lead to negative suppositions about older generations. And the reality is that there will be many members of older generations who are IT whizzes and many younger generations who struggle to download a Word document.  Stereotyping can lead us to fall victim to unconscious bias.

The effect of age diversity on company culture and wellbeing

A company culture  of resentment, envy and competition can easily grow when there is a lack of trust between younger and older workers within an organisation. This can lead to losses in productivity and employee wellbeing. Fewer than 1 in 5 organisations focus on age diversity and inclusion.

By understanding and challenging preconceived notions about demographic stereotypes, organisations can create a more inclusive environment that values each individual’s skills and perspectives, irrespective of their age.

There is an abundance of research on how wellbeing at work for both individuals and organisations can reduce turnover, and increase engagement and productivity. Taking steps to embrace and support age diversity in the workplace helps prevent stress, encourages participation and makes individuals feel supported, which are all huge factors in overall wellbeing.

Diversity, equity and inclusion (DEI) initiatives are not just a tick-box exercise; they’re essential for business success and propelling organisations forward. Navigating the intricacies of intergenerational collaboration can be complex, but help to build stronger connections between generations is out there.