For many, navigating the dynamics of differing approaches to work from multiple generations can be a tricky challenge. At Ricoh UK, we’ve actively sought to recognise the strength that lies in having four generations working side by side, a first in modern history.
Creating an environment where everyone can thrive is crucial, as are apprenticeship schemes, upskilling and career development programmes that champion multigenerational talent.
I’m proud to lead our multigeneration affinity group as its executive sponsor. Each generation brings unique strengths and perspectives, and our goal is to celebrate and leverage this diversity to our advantage while exploring assumptions, biases and stereotypes, to bridge the generational gap.
Read more: Age UK fined £4,000 for age harassment
Here are some factors I have learned from the group, to consider when trying to engage in conversations around a multigenerational workforce.
The age paradox
Age is simultaneously straightforward and complex. Different ages bring diverse priorities to the workplace, from people at various life stages and with diverse experiences. This can leave room for potential discrimination based on age. This paradox between age and the individual is a central theme in our discussions. Age, after all, is just a number. You’re never too young or old to learn something, or share an experience.
For instance, our apprenticeships are open for all ages. We actively encourage all our people, regardless of age, to take part. There are also AI-powered immersive learning options within Ricoh’s learning management system that ensures that all ages and backgrounds can engage with content in ways that resonate with their individual preferences and experiences.
It is a misconception that only younger people can train in AI. People over the age of 55 are equally capable of learning and excelling in this field.
Shifting priorities
Ensuring work 'works' for all is key. Some people may be raising young children, caring for ailing parents or purchasing their first home. Others are researching retirement options.
It’s crucial not to assume that age means someone will be experiencing certain options, concerns and feelings. Offer a space that allows for open channels of communication within the workforce. This means listening, not assuming.
Read more: Why older workers are giving up on traditional recruitment
Age in isolation
It is often not just age that matters when thinking about multiple generations – gender, race and other characteristics also play a central role. It's about working together, to ensure all are recognised.
Culturally, we've noticed a disparity between men and women requesting part-time contracts, whether to cover childcare, look after family, prepare for retirement or simply by personal choice.
Generation of conversation
From my experience – I have two Gen Z children, and parents who are classed as ‘baby boomers’ – I’ve seen first-hand the opportunities each generation has to learn from one another. Whichever 'Gen' you fall into, as individuals we all have a unique strength to bring to the world and the people we work with. If there's one goal of our affinity group, it's bringing that idea to life.
David Clack is marketing director and executive sponsor for multigenerational workplaces at Ricoh UK
