National Inclusion Week: How to Manage and Work with Different Generations to Create a More Inclusive and Diverse Workforce

FOR any growing business, ensuring you have an inclusive workforce is vital. But developing strategies which foster and promote inclusivity can be a difficult process. 

The issue is set to come into sharp focus as the UK prepares to mark National Inclusion Week (NIW), starting today. The week is dedicated to celebrating inclusion and taking action to create inclusive workplaces, and this year it takes place from 23rd-29th September. 

This year’s theme is ‘Impact Matters’ and is a call-to-action to everyone in an organisation, from leaders, to inclusion professionals through to teams and individuals. 

Here Shalini Khemka CBE, CEO and Founder of the entrepreneurial community E2E, outlines how businesses can adjust and tailor their managerial styles through better understanding generational differences – and help to become more inclusive in the process. 

Promote open communication and understanding: Encourage employees to share their perspectives and experiences, promoting mutual understanding and respect. Regular workshops and team-building activities can help bridge generational gaps and create a more cohesive team, allowing everyone to gain a more thorough understanding of their peers and how they might think differently to each other. 

Leverage strengths across generations: Each generation brings unique strengths to the workplace. For example, Baby Boomers often have deep industry knowledge and experience, while Millennials and Gen Z are typically more tech-savvy and adaptable. By recognising and leveraging these strengths, companies can enhance collaboration and drive innovation. 

Flexible work arrangements: Different generations may have varying preferences for work schedules and environments. Offering flexible work arrangements, such as remote work options or flexible hours, can accommodate these preferences, leading to higher job satisfaction and productivity amongst different groups of people. 

Tailored professional development: Provide training and development opportunities that cater to the diverse learning styles and career aspirations of each generation. For instance, Gen Z may prefer digital learning platforms, while Baby Boomers might value face-to-face mentorship. 

Inclusive leadership: Leaders play a crucial role in managing a multigenerational workforce. By adopting an inclusive leadership style that values diversity and encourages collaboration, leaders can create a positive work environment where all employees feel valued and motivated to contribute. 

Mentorship and reverse mentorship programmes: Implement mentorship programmes where experienced employees can share their knowledge with younger colleagues. Alternatively, reverse mentorship programmes can allow younger employees to share their insights on technology and current trends, fostering a culture of continuous learning and growth for everyone.