Recently we’ve been working with an organisation where millennial women are the largest cohort of women. Why is that significant for their diversity and inclusion strategy?
Because millennial women (also known as Generation Y) – born between 1980 and 1995 – actively seek out employers with a strong record on diversity and consider career progression opportunities as top priorities when evaluating potential employers. They also prioritise flexible working.[1]
It’s also significant because it highlights the benefit of a nuanced understanding of generational differences in the workplace. That’s an increasing focus of inclusive leadership capability development. So much so that a newly published study by the University of Sydney places the ability to lead across generations as a key ‘developmental’ skill that leaders need for the coming 3-7 years.
Today’s workplace often includes five generations: the Silent Generation, Baby Boomers, Generation X, Generation Y, and Generation Z.[2] Advances in digital technology, social media, and communication channels have significantly changed work patterns across these generations.
‘Your ongoing challenge as a leader is to create environments in which you can cultivate diverse perspectives across generations, without conflicting expectations causing chaos across age groups. As such, the ability to lead across generations is an explicit skill you’ll soon need to hone.'
So, what makes an effective multi-generational workplace in Australia? Researchers at Griffith University’s Centre for Work, Organisation and Wellbeing identified respect, inclusion and collaboration as key characteristics in a recent study. As they write: ‘Different generations generally do have different work values and expectations. Understanding these differences can improve job satisfaction, service delivery efficiency, and reduce employee turnover.’
They recommend implementing diversity and inclusion education that encourages understanding and appreciation of generational differences. Multi-generational mentoring programs, multiple communication methods, and flexible working hours are also important.
How Diversity Partners supports organisations to lead across generations
- Inclusion in Action Workshops: We help leaders understand generational differences and similarities and encourage them to reflect on how they can create an inclusive environment for all age groups.
- Strategic integration: We integrate generational differences into the co-design of diversity and inclusion strategies, ensuring these strategies address the needs and strengths of each generation.
- Employee Resource Groups: We help facilitate employee resource groups focused on generational diversity, promoting understanding and collaboration across different age groups within the organisation.
To learn more about our programs and services, please email us at info@diversitypartners.com.au or contact our office on 1800 571 999.
‘Leading Across Generations’ is a key ‘developmental’ skill in the 2025 Skills Horizon, which charts what leaders need to prepare for a fracturing world—now, and for the coming 3–7 years.
