1. Generational Diversity in the Workplace – it works!

2. Generational Diversity in the Workplace – it works!
Welcome!
Aisha Ghori
Director
Career Services
aghori@thechicagoschool.edu
312.467.2309

3. Who am I?
Career Services/Student Affairs professional
Master of Arts, Sociology
DePaul University
Find me on
http://www.linkedin.com/in/aishaghori
Committed to helping students and employers
build meaningful employment related connections

4. Agenda
Generations in the workplace
– Review
– Cross-generational opportunities
– Making it work!

6. Generational Diversity in the Workplace – it works!
a little context:
http://www.youtube.com/watch?v=6ILQrUrEWe8&feature=related

7. Tools … for all aspects of life
Linked In
Facebook
Skype
YouTube
Flickr
Wikipedia
And so much more …
Everything is shared … everything can be found and changed!

8. Who are we?
Review of generations:
– Pre-Boomers/Matures: Before 1946; 17% (35 M)
Hard-work, patriotic, savers, loyal, dependable
– Baby Boomers: 1946 – 1964; 23% (77.2 M)
Largest population and numbers in workforce; in positions of power; quality focused, work long
hours, productive, status is important, question authority
– Gen X – Baby Bust: 1965 – 1976; 15% (44.9 M)
Most educated, stressed out, want balance with life and work, self reliant, value diversity,
technology and practicality (fun)
– Net Gen/Gen Y/Millennials: 1977 – 97; 27% (81.1M)
Born into technology; “technology natives:; coddled since birth; optimistic and extreme fun,
multi-task/short attention span; confident; education focused; value instant information, constant
communication and quick decisions; value connection with mature generation
– Generation Next: 1998 – Present; 13.4% (40.1 M)
“Screenagers” – highly interactive, social and fully digital
Sources: Don Tapscott, Grown up Digital, Decoding Generational Differences and
Generations in the Workplace

9. Some facts … times have changed
In 1983, 7% of homes had computers
In 2004, 44% of homes had computers
In 2009, 76% of homes had computers

10. Employment – The opportunities …
"The first challenge for the companies that want to
hire the best young workers is getting them in the
door. They are in high demand--the baby boomers
are retiring, and many Gen X workers are opting
out of long hours--and they have high expectations
for personal growth, even in entry-level jobs."
Trunk, P. (2007, July 05). What gen y really wants. Time, Retrieved from http://www.time.com/time/magazine/article/0,9171,1640395,00.htm

11. Employment … The opportunities
From the trenches …
March 26, 2010, Work Guest Post: Generation Y in the Workplace by Lori Dye
“In my Lifespan Psychology course we learned about post formal thought. This advanced
thinking, which follows Piaget's traditional 4 stages, is marked by intellectual skills that
are "harnessed to real educational, occupational, and interpersonal concerns. [With
postformal thought] conclusions and consequences matter much more" (Berger, 2008,
472). I believe that young adults in Generation Y weigh our options much more
carefully than any generation before us. We understand that settling for what is in
front of us may not lead to the lifestyle we want. As the Time article mentions, many
recent graduates move back in with their parents and search for their career path from
there so that way they don't fall into the trap of financial hardship and taking any job that
comes to them.
I feel that my generation is the generation to learn from. We may have our flaws due to our
inability to step away from social networking, updating our friends with every aspect
of our lives via status updates, and the constant need to have a cell phone/blackberry
attached to us at all times, but I think the calculated decisions the majority of us make
are a nod in the right direction.”
Berger, K. S. (2008). The Developing person. New York, NY: Worth Publishers.
Trunk, P. (2007, July 05). What gen y really wants. Time, Retrieved from
http://www.time.com/time/magazine/article/0,9171,1640395,00.htm

12. Making it work … it’s intergenerational!
What employers get or need to get from millennials and the next generation
Community service focus
Increased technology interest and awareness
Flexibility
Interest and involvement with social networking
Seeking longer relationship with the right
employer
They ask why … they’re used to an answer too!
They want to know how they’re doing
-Decoding Generational Differences, Smith, 2008

13. Millennials

14. Making it work - what millennials get
Work with top talent in a collaborative
work setting
Learn from experts who have had great
experience and exposure in field
Flexible options to create a career of
choice

15. What’s Next? Generation Next
Distribute and actively participate in technology
and entertainment
Learn differently and are fine living at home after
graduation
Very tolerant, learn quickly and absorb
information well (SMART!)
Approach work without hierarchies and look to
collaborate
“Prosumer” – as a consumer, they want to produce
the next product with the company/designer
Not just a network – but a NETWORLD!
Don Tapscott, Grown Up Digital (McGraw Hill)

16. Who is the Knowledge Worker 2.0? Breaking the generational mold
Times have changed from making things to creating
content and ideas
Broad skill set with many tools
Work across organization and can be any age
Share & distribute knowledge freely
Not bound to one place
Knowledgeable, interested, engaged, contributing – hey check this out!
Synthesizer and interested in context
Sympathetic
High Emotional Intelligence
Bursty workers (vs. Busy) = Creative, Innovators
Continuous Partial Attention
Share and Care
Authority from knowledge not power (SME at any level!)
Stephen Collins, AcidLabs

17. How we all benefit
Maximize qualities and strengths of each generation
Younger generations can help leverage technology in new
ways; efficiencies and process improvements
Diverse workforce talent provides more information exchange;
don’t segregate the workforce!
Show younger generations how to maximize professional skills
in the workplace; mentoring and reverse mentoring
Provide opportunities for older and younger generations to
interact; this will eliminate the threats each generation fears
Create collaboration – provide flexible work options
(telecommuting, working off-site); show how this helps all
employees (those with children, aging parents)
SIMMA LIEBERMAN "THE INCLUSIONIST“, Feb 2, 2010

18. Sources:
Smith, W. Stanton, Decoding Generational Differences: Fact, Fiction … or should we just get back to work
Tapscott, Dan, Grown up Digital (http://www.slideshare.net/MGHProfessional/a-look-at-how-young-people-
are-transforming-our-culture)
Jobbound.com
http://www.tagxedo.com/
http://www.wordle.net/
Lonn Boyer, M.B.A. S.P.H.R., Generations in the Workplace
SIMMA LIEBERMAN "THE INCLUSIONIST“, Feb 2, 2010
Berger, K. S. (2008). The Developing person. New York, NY: Worth Publishers.
Trunk, P. (2007, July 05). What gen y really wants. Time, Retrieved from
http://www.time.com/time/magazine/article/0,9171,1640395,00.htm
http://www.linkedin.com/groupAnswers?viewQuestionAndAnswers=&discussionID=19099506&gid=161255&trk
=EML_anet_qa_ttle-0Ut79xs2RVr6JBpnsJt7dBpSBA

19. Questions?
I look forward to
working together!
Thanks for attending

20. Aisha Ghori, M.A.
Director of Career Services
312.467.2309
aghori@thechicagoschool.edu