In October, Global Novations was a sponsor of the Talent Management Alliance’s Multi-Gen Summit in Atlanta. The event brought together professionals from HR, D&I, learning, and Talent Development to learn and discuss strategies for managing a multi-generational workforce.

It’s no secret that in the workplace, generational differences can impact everything from recruiting, development, team building, engagement, motivation, change management, and performance. Organizations today are tasked with the challenge of how to manage four generations in one workforce (eventually becoming five), for which unique strategies must be devised.

Although there are many similarities and themes across each generation that can be applied broadly, it’s important to remember that generation/age is just one of the many ways individuals are unique and diverse. (Thus adding another layer of complexity around how to manage a multi-cultural and multi-generational workforce.)

At Global Novations, we use the Dimensions of Diversity model (see below) in our Diversity and Inclusion training programs to illustrate the 30+ ways in which individuals are diverse.

Here are a few examples, most of which are not visible to the naked eye:

• Primary: gender, race, ethnicity, age
• Secondary: geographic location, education, religion, orientation, marital status
• Organizational: industry, work experience, management status
• Cultural: views on power and authority, body language, conflict resolution style

Share your point of view: Had you considered all the ways in which people are diverse? Will this knowledge make it easier to find common ground with others?