Career Growth & Leadership
Navigating the Wealth of Opportunity That a Multigenerational Workforce Offers
Every 15 to 18 years, a new cohort of people are shaped based on the current events of their childhood and early adulthood. It is no surprise that today we have four generational cohorts in our workforce spanning several decades.
“Navigating the Wealth of Opportunity that a Multigenerational Workforce Offers” was an interesting and eye-opening presentation by members of the Diversity, Engagement, and Inclusion Committee at this year’s SRAI Annual Meeting in Chicago.
The session defined and navigated the differences and similarities between Baby Boomers, Generation X, Millennials, and Generation Z, highlighting that coexisting in a multigenerational workforce requires recognizing and respecting the unique strengths, challenges, and technological knowledge each generation brings.
Baby Boomers, born between 1946 and 1964 typically are thought to be optimistic, hardworking, and independent individuals who value their families. Baby Boomers drove the popularity of rock music, folk music, and early television programming. Boomers have a wealth of experience and leadership skills. This frequently positions them in pivotal roles within companies, where they play a crucial role in guiding and mentoring their colleagues, fostering a sense of continuity and stability in the workplace.
From a Diversity, Equity, and Inclusion (DEI) perspective, Generation X plays a pivotal role in fostering workplace harmony and collaboration. Born between 1965 and 1980, Generation X grew up during significant societal changes, including economic recessions, the rise of dual-income households, and the advent of personal technology. These experiences shaped them into adaptable, resourceful, and independent professionals who often act as connectors between Baby Boomers and Millennials. Their understanding of traditional work values, coupled with their fluency in emerging technologies, positions them uniquely to mediate generational differences. Generation X thrives on bridging gaps, leveraging their experience to mentor younger employees while respecting the knowledge and authority of older colleagues. They excel at promoting DEI by valuing diverse perspectives and fostering mutual respect across age groups.
Millennials, born between the early 1980s and the late 1990s, bring many positive contributions to the workforce. This generation strongly values work-life balance and seeks opportunities to have a positive and impactful influence within their organization. This healthy balance, including flexible work schedules, allows them to maintain their professional and personal commitments. Millennials are highly motivated and thrive in a workplace that offers growth opportunities and consistent feedback all while embracing technological advancements in policy development and institutional operations. Emphasizing the strengths and unique contributions of each generation will enhance the effectiveness of research administration within a multigenerational workforce.
The Generation Z (Gen Z) cohort is between 12-27 years of age currently, and it’s a generation whose identity has been shaped by many digital pivotal points, climate anxiety, a shifting financial landscape and the COVID-19 global pandemic. Gen Z is the most ethnically diverse generation in history with more than 48% being non-white. One may often hear “these kids are born with a smart phone in their hand” and that’s because it’s the first generation to grow up with the internet as part of daily life. Gen Zers are known for working, shopping, dating, and making friends online. In the workforce, Gen Zers value inclusivity, flexibility, authenticity, and expect more personalized career development and immediate feedback.
As a bonus to the session, Kristin Scroggin, the closing speaker for the 2024 annual meeting, reaffirmed the notion that multigenerational workforces are here, and it is important to understand this diversity will drive the workforce for years to come.
Workplaces that successfully navigate these differences often create a more dynamic and inclusive environment, fostering innovation, mentorship, and mutual understanding. Strategies like promoting open communication, providing training on generational differences, and creating flexible work policies, can help bridge the gaps.