Kevin Jordan’s Post

Worthwhile article here by Nicholas Pearce on six generations in the workplace—with some good ideas and ways to think to avoid the trap of constraining generational stereotypes.  Highlights: 🚦 "Giving each generation — and, importantly, each individual — the opportunity to be seen, understood, valued, and leveraged in the workplace throughout the course of their career is essential..." ⏲ "Building healthy 6G organizations involves a nuanced understanding of two related but distinct dimensions of human difference: age-based and generational diversity." 🌎 YES: "#3. Look at generations as cultures.... Just like cultural differences, generational differences can distinguish teammates from one another without dividing them from one another. ☀ AND DOUBLE YES. "#5. Center purpose as the great intergenerational unifier." https://lnkd.in/gk6dAqxx

Ever noticed how workplaces these days are like a generational melting pot? From the Silent Generation to the up-and-coming Gen Alpha, there's now six different generations in the workplace. Each generation brings their own ideas to the table and their own set of challenges. But there are ways to build intergenerational unity. Here are 5 strategies to blend all these generations together at work. https://hubs.la/Q02shG9B0 #GenerationalDiversity #AgeDiversity #BuildingUnity #InclusiveWorkplace

Excellent post, excellent read. The days of six generations in one workforce are finally here as they've been promising for years, and here's what to consider to build an inclusive culture for all groups.

I've heard a lot of discussions about generational differences, but not enough about effective ways to manage a multi-generational culture. So it was fascinating to read this story by Nicholas Pearce, offering "five steps leaders can take to create healthy 6G organizations." Yes, 6G! Six generations (Silent, Boomer, X, Millennial or Y, Z, A)! Here's one of the concepts that spoke to me: "Building healthy 6G organizations involves a nuanced understanding of two related but distinct dimensions of human difference: age-based and generational diversity." So even within thinking about generational diversity, we need to understand how we are influenced not only by how old we are, but what we've witnessed and experienced as a cohort. This is inclusive behavior in action. Pearce also offers ideas on how to reimagine the talent pipeline and centering purpose as a unifier. These are the kinds of issues organizations must regularly evaluate if they want to thrive and grow, and to be a place where the younger generations want to work. There is no future without them. #workplaceculture #work #multigenerational #inclusion #diversity https://lnkd.in/ghb9gWzi

“To some, Asian work matters more than Asian lives. There are so many misconceptions over the Asian experience in the U.S. that create this image. It starts to feel conditional, as if the only place for Asians in the U.S. is that of work, of subservience.” -S. Mitra Kalita This article contains a number of excellent call outs for Asian professionals - not just those in DEI like me. I encourage you to read it and share this article. Great comments Richard Leong! #diversity #inclusion #belonging #dibs #equity #dei #deib #diversityandinclusion #inclusionanddiversity #representation #representationmatters #ascend #ascendmidwest #ascendleadership #asian #asianamerican #asianamericans #aapi #panasian Sandip Mehta Darius Chen Helen Ahn Vanessa Quimpo Obrochta Nikki Southwell James Pan Cynthia Tsai Sharmila M. Fowler, MBA, MCPC Hollina Ung, CSM Bob Wang Megan McEmery Marc Nievera Ashok Shenoy Linda L. Luna Lu, CPA Katsuhiro Furuyama, SPHR Rocky Fong Ranjana Ramchandran Nha-Uyen H. Anu Mandapati, PHR, PCC, CTPC Emily Rollins Jie Huang

I’ve heard this saying far too often throughout my career. Not usually directed at me (that I know of), but often to those who have come through any of the many talent development pipeline programs I’ve built. What most don’t realize is that folks who come from these pipeline programs have gotten on average about 8 roles out of as many as 3,000 applicants - their chances of getting into any Ivy League school are better than getting into these programs. They aren’t DIVERSITY, EQUITY & INCLUSION hires, they are DISCIPLINED & EXTREMELY INTELLIGENT, they are DEDICATED & ENGAGED INDIVIDUALS and they are DETERMINED, EAGER & INDUSTRIOUS - I can go on, but you get the picture. Now this phrase is being thrown at the highest office in this country. 😡 It’s time for a new narrative. I’m taking the letters DEI back and am using any of the many positive words that better reflect those who have had to work TWICE as hard to get their roles. #diversitymatters #representationmatters #newnarrative #DefendDiversity

📢 The Diversity Paradigm Shift: Who's In, Who's Out, and Who's Racing Ahead In the ever-evolving world of early career recruiting, a major shift in diversity programs is unfolding right before our eyes. The landscape is polarizing - some firms are defying the prevailing 'war on woke' by advancing their diversity agendas, while others, perceiving increased reputational and legal risk, are scaling back or rethinking their commitment to these programs. Each year, a group called "KnowTern" driven by Armani Nieves and Kristopher Alford consolidates a list of Diversity Programs and Mentorships opportunities with the mission to "[...] provide diverse undergraduate students with the knowledge and resources needed to be successful in their early careers". In looking at this year's 'post-Affirmative Action' list compared to last year's a few things jumped out: 1️⃣ The Vanishing Acts: A notable trend is the phasing out of dedicated diversity programs. This retreat raises critical questions about the future of diversity and inclusion in corporate culture. Are these companies stepping back to reassess their approach, or is this a sign of dwindling commitment? 2️⃣ The Race to the Top: Conversely, there's an accelerating rush among other firms to scoop up top talent, previously targeted by now-defunct diversity programs. This suggests a strategic pivot - a recognition that diversity isn't just about meeting quotas, but about enriching the talent pool with top talent from all communities. 3️⃣ Opening the Doors: A significant shift is seen in the eligibility criteria of these programs. Many firms are rebranding their diversity initiatives to be inclusive of all students, not just specific groups. This change is double-edged – while it broadens the accessibility, it also dilutes the focus on traditionally underrepresented communities. As we witness these contrasting strategies, one thing is clear - the conversation around diversity and inclusion is more dynamic than ever. What’s your perspective on these shifts? Are we moving towards a more inclusive corporate world, or are we bound to see even more of this strategic retreat from dedicated diversity efforts? Click into the KnowTern link and see what your favorite companies are choosing to do.

The hospitality industry, like many others, is now facing a workforce spanning six generations. This presents both challenges and opportunities. Challenges: Communication styles, work preferences, and expectations can vary greatly between generations. Baby Boomers holding onto leadership positions can create a bottleneck for younger talent seeking advancement. Stereotypes and assumptions can lead to conflict and hinder collaboration. Opportunities: Each generation brings unique perspectives and experiences to the table. Create meaningful roles for senior talent and clear paths for advancement for younger generations. A shared sense of purpose can bridge generational divides and motivate employees. Advice for Hospitality Businesses: Promote cross-generational collaboration. Develop mentorship programs. Offer flexible work arrangements.

Most people have 12 jobs and 3-7 different careers in their lifetime. Change is inevitable. Embracing that change can be empowering and open doors to new opportunities and personal growth. Let's discuss the power of navigating career transitions so you can embrace change with confidence. ✨ Embrace Lifelong Learning Career transitions often require acquiring new skills and knowledge. Seeking out opportunities for professional development and growth. Take courses, attend workshops, and pursue certifications that align with your career goals. Be open to learning from others and exploring new perspectives. By continuously expanding your skill set, you'll position yourself for success in any career transition. ✨ Step Out of Your Comfort Zone Taking risks is essential for personal and professional growth. Embrace discomfort. Whether it's volunteering for a new project, applying for a leadership position, or exploring a career change, don't let fear hold you back. Trust in your abilities and embrace uncertainty as an opportunity for growth. By taking calculated risks, you'll push yourself to new heights and unlock your full potential. ✨ Network Strategically Building a strong professional network is crucial for navigating career transitions. Cultivating genuine connections with peers, mentors, and industry leaders. Attend networking events, join professional organizations, and leverage social media platforms to expand your network. Be proactive in seeking advice, feedback, and opportunities for collaboration. Your network can provide invaluable support and guidance as you navigate career transitions. ✨ Stay True to Your Values and Goals In the midst of change, it's important to stay grounded in your values and goals. Take the time to reflect on what matters most to you and align your career decisions accordingly. Consider what brings you fulfillment and satisfaction in your work, and prioritize opportunities that align with your values and long-term aspirations. You'll navigate career transitions with clarity and confidence. Navigating career transitions requires resilience, adaptability, and a willingness to embrace change. By embracing change, you'll navigate career transitions with confidence and set yourself up for success in any endeavor. What advice would you share with those who are navigating a career transition? For more career tips and advice, sign-up for our newsletter at www.herworkplace.com. #careeradvice #womensupportingwomen #careerchange #changingcareers

“According to my research, this is what reverse ageism can look like: More senior or experienced employees overlooking feedback from younger colleagues on projects. Seasoned employees assuming that younger colleagues can’t be trusted with important tasks. Or younger colleagues being the target of stereotypical age assumptions.” Diversity isn't just a buzzword—it's our foundation. At The Ayers Group, we're dedicated to creating a workplace that honors the uniqueness of each individual, fostering an environment where innovation and creativity flourish. #DEI #diversityequityinclusion #ageism #reverseageism #jobmarket #career #jobsearch #labormarket #youngerworkforce #workforce #genz #millennial