Discrimination Across The Generations
Gen Z are the generation born between the mid 1990’s and 2010. At the moment Gen Z make up a total of 2.4 billion people globally. By 2025 Gen Z will make up over a quarter of the global workforce.
What’s The Big Deal?
Similarly to their closely related Gen X and Millennials, Gen Z have very different thoughts on work, life, and in particular diversity. Many have been privileged enough to grow up in a much more mixed and multi-cultural environment to their parents and predecessors.
In a recent survey 83% of Gen Z work seekers said that a firm’s commitment to inclusivity and diversity was a key element when choosing an employer. For this reason, as more and more of Gen Z enter the workforce it is going to be crucial for employers to make sure diversity is not only on the agenda, but is front and centre when it comes to people policies.
A recent article in the Harvard Business Review explores how it may not be our behavioural differences but our beliefs about our intergenerational differences that can cause us gripes. Baby Boomers don’t text and you can only get hold of Gen Z on SnapChat surely? Assumptions like this can be damaging and don’t often reflect reality.
These assumed organisational psychologies can create broad assumptions that cover whole generations. An even bigger problem can be the generalisations that we believe about our own generations. In a recent study thoughts towards different age groups, coming from other were quite positive – older generations were ‘experienced’ the middle-aged group ‘ethical’ and the younger workers ‘energetic’ whilst each group worried about how the others perceived them raising thoughts like like ‘stubborn’ and ‘inexperienced’.
Perceptions like this show that communication is key!
Baby Boomers & Discrimination
This article by Stuff NZ claims that “around 72 per cent of women and 57 per cent of men between the ages of 45 and 74 report that they believe they have been discriminated against due to their age.”
Tips for Boomers to stay happy at work included in the article include staying tech savvy, focusing on health and above all remembering rights around discrimination in the workplace. We would argue these tips are important for candidates of any age!
If you do suspect that you have been the victim of age discrimination it might be worth downloading equall to check out our information on the different forms of discrimination. Whether it is during the hiring process, systemically at work (missing out on training for example) or even the ability to retire – discrimination can have more of an impact than we know.
Discrimination & GEN X
Gen X have had a tough time and lived through more recessions in the workplace than any other group. This article by the Japan Times explores the tricky times they could be facing.
One problem that Gen X face, is being considered an older category of the workforce, with numerous working years still ahead of them. Discrimination against Gen X can be silent but can permeate from the recruitment stages through to employers systematically discriminating on the basis that they are unlikely to be in the work force for as long as their younger counterparts.
How do you feel about the Gen X team members in your workplace? It is likely they are some of the most experienced, but perhaps some of the quietest team members in the organisation?
Millennials & Discrimination
Millennials don’t experience age discrimination do they? This article in New York Post cites Glassdoor’s 2019 Diversity and Inclusion Survey that found more Millennials faced age discrimination than works 55 and over.
What is worse and quite surprising, is that under the US Equal Employment Opportunity Commission only workers over the age of 40 are protected against age discrimination issues.
There has to be another way. equall doesn’t discriminate against users based on age or legislation. We listen to everything logged and pass the details anonymously to employers. This way they organisations receive more information than ever before about workplace discrimination and individuals can raise issues without the risk of repercussion.
Gen Z & Discrimination
Gen Z are arguably a new breed all together. For employers it is crucial that those involved in the recruitment process are able to actively communicate the firms commitment to diversity and inclusion in order to make the firm attractive to the top candidates.
From language in recruitment advertisements to ensuring your firm is shown to be actively embracing diversity in the media. This is where it becomes crucial to ensure the culture of inclusion is entrenched in your organisational philosophy. If it isn’t now is the time to start. Gen Z are also a generation that value authenticity. If your diversity policies are merely box ticking they will be able to see through this and will likely choose an organisation who appears more genuinely ‘forward-thinking’.
How do you show all generations you value inclusivity?
How do you ensure your organisation stands out as one with a brilliant company culture that all generations want to be a part of? Working with equall and displaying the equall badge could be one effective method to display to potential candidates that inclusivity is at the forefront of your organisation. Shameless plug? Sure. But one we feel could make a massive difference to your organisation and the workforce as a whole.
As an employer, displaying the equall badge intrinsically exhibits to potential candidates, your team and the rest of the world a number of cultural factors that you, as an organisation commit to.
By displaying the equally badge you pledge to:
- Pursues the early identification of discrimination
- Encourage the anonymous reporting of issues
- Proactive management of discrimination once information is received
- Act quickly to resolve discrimination issues
- Embrace equality at all levels of the company
- Acknowledge the benefits of an inclusive environment
- Recognise that diversity and inclusivity drive innovation
Benefits of displaying the equall badge:
- Recruitment: Attract the top talent
- Team Building: Build a team that value diversity and inclusivity
- Internal Marketing: Shows your team that you embrace equality
- Reduce Costs: of staff turnover that come with discrimination
- Drive Cultural Change: throughout the organisation
- Public Perception: Shows the world that you are a forward-thinking firm
- Brand Building: Actively builds your brand as both caring and innovative
Want to know more? Get in touch with one of the team today.
We believe in equality. As a fundamental human right, embracing equality is simply the right thing to do.