Promising or perilous? Exploring the future of Millennials in the workplace

January 19, 2014 - by: Tammy Binford 1 COMMENTS

More than a few HR professionals have combed the Internet, consulted their peers, and examined their own experiences as they search for a crystal ball capable of revealing the future of the millennial generation in the workplace. Some HR pros see enormous potential in well-educated, confident, passionate, energetic, and collaborative team players, while others see the youngest employees as high maintenance—workers who are inexperienced but still feel entitled to high salaries, generous perks, and constant feedback.  Millenials

With all that’s been written and discussed about the youngest generation in the workforce, it’s easy to forget that generational groups are made up of individuals and that not all characteristics assigned to a particular group apply to everyone in the group. It’s certainly possible—maybe even common—to find Millennials who don’t fit the stereotype, but stereotypes persist nevertheless. It’s also tempting to think that some of the workplace inequalities affecting older generations are no longer an issue for today’s youngest workers, issues such as equal pay for men and women in the same jobs. A few recent studies shed some light on where Millennials stand in terms of pay and opportunities as well as the stereotypes they face as they take their place in the workforce.

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Getting the most from Gen Y: Research delves into the Millennial mindset

March 17, 2013 - by: Diversity Insight 1 COMMENTS

by Tammy Binford

Consider the modern workforce: The up-and-coming Gen Y Millennials sit alongside Gen Xers, baby boomers, and even a few 70-and-older workers who’ve decided to delay retirement or skip it altogether.

Researchers tout an era when four distinct groups inhabit the workplace—those born in 1945 and before, the boomers born from 1946-1964, Generation X born from 1965-1978, and Generation Y born from 1979-1997. Granted the oldest generation makes up a tiny slice of the workforce and many employers won’t have all four age groups represented, but age diversity is a reality that savvy employers can use to their advantage—if they understand what makes people in various stages of life tick. read more…

EEOC offers website and guidance for young workers

December 16, 2012 - by: Diversity Insight 0 COMMENTS

The Equal Employment Opportunity Commission’s (EEOC) Youth@Work program is designed to educate working-age young people about their rights and responsibilities in the workplace and how they can protect themselves against illegal discrimination and harassment in the workplace. The program consists of three main components:  the Youth@Work web site, free outreach events, and partnerships with business leaders, human resource groups, and industry trade associations.

The Youth@Work website explains the different types of job discrimination that young workers may encounter and suggests strategies they can use to prevent, and, if necessary, respond to such discrimination. The site includes an interactive tool called “Challenge Yourself!” that provides an opportunity for young workers to test their knowledge by analyzing sample job discrimination scenarios. The site, created with the assistance of EEOC student interns, also includes examples of EEOC cases filed on behalf of of young workers. read more…

Survey looks at the difference in work styles of younger, older workers

December 16, 2012 - by: Diversity Insight 0 COMMENTS

Online job website CareerBuilder conducted a national survey between May 14 and June 4, polling more than 3,800 full-time workers and more than 2,200 hiring managers across industries and functions. Managers and workers ages 25 to 34 and managers and workers 55 and older were surveyed to get a picture of how the styles of the two groups differ.

“Age disparities in the office are perhaps more diverse now than they’ve ever been,” says Rosemary Haefner, vice president of human resources at CareerBuilder. “It’s not uncommon to see 30-year-olds managing 50-year-olds or 65-year-olds mentoring 22-year-olds. While the tenets of successful management are consistent across generations, there are subtle differences in work habits and views that all workers must empathize with when working with or managing someone who’s much different in age.” read more…

How to Match Millenials with Mentors: Part 2

June 19, 2011 - by: admin 0 COMMENTS

Last month, Allison Duke discussed the unique aspects of the Millennial workforce and the benefits of having a traditional mentoring program for these workers. Since Millenials aren’t traditional workers, this month, she explores other ways of structuring your mentoring program, starting with . . .

Reverse Mentoring

With reverse mentoring, Millennials are matched with executives who can benefit from the younger employees’ skills. For example, Millennials have more experience with social media than any other generation, and they can be a tremendous asset to executives who need insight into new ways to reach their customers. read more…

Why Race Is Still Important

January 19, 2009 - by: Diversity Insight 0 COMMENTS

A Q & A with Georgetown University’s Christopher Metzler

In a way, Christopher Metzler is responsible for diversity increasingly being taken seriously as an integral part of any organization’s business strategy. After all, while at Cornell University, he created the nation’Christopher Metzlers first certification program for diversity professionals. And as associate dean at Georgetown University’s School of Continuing Studies — the position he currently holds — he created the country’s first master’s degree in diversity. On top of that, he’s authored many books on the subject, including The Competencies of the Chief Diversity Officers and The Construction and Rearticulation of Race in a Post-Racial America.

We asked Metzler, who is also director of the Diversity and Inclusion Practice at F&H Solutions Group, an affiliate of Ford & Harrison LLP, to respond to the notion that Barack Obama’s election will force a new definition of organizational diversity (and one less about race).

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Keeping Talent: How to hold on to your youngest workers

May 18, 2008 - by: Diversity Insight 0 COMMENTS

We’ve already written about how to attract Gen Y workers — or Millennials, as they prefer to be called — but keeping them is an entirely different story.

“Millennials may be defined by the fact that they will never stop marketing themselves. Their resumes will be constantly updated online at social networking sites,” says Libby Sartain, senior vice president of HR for Yahoo!, which employs a large number of Gen Y professionals. “This poses a real challenge to organizations and HR. Our role will be one of constant re-recruiting of our own employees, while at the same time recruiting new employees.”

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Generation Gap: Perspective key to dealing with generational divide

March 17, 2008 - by: Diversity Insight 3 COMMENTS

Here’s something you’ve probably never heard (or said): “Man, those kids in the younger generation really have their noses to the grindstone; they work much harder than we ever did.”

Fact is, there always has been a divide between generations. Each generation clashes and reacts to the one before it. Consider this analogy: The Internet is to Generation Y what rock ‘n’ roll was to the Boomers. Both are considered by the older generations to be fast and dangerous and therefore scary. Both shapes attitudes, unifies, and gives identity to those involved. Just like the Boomers’ parents couldn’t understand what all that loud music was about, the Boomers now can have a hard time relating to the global community Generation Y has found on the Web.

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Spotlight on Millennials: Managing and motivating the iPod workforce

January 22, 2008 - by: Diversity Insight 1 COMMENTS

Raised by Boomer parents on a diet of praise and self-esteem, Millennials are the next big thing, and they know it. They show up to work with lots of answers.

Hierarchy? Only if it helps us get the work done.

Need it yesterday? No problem.

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