MANAGING A MULTI-GENERATIONAL WORKFORCE
MANAGING A MULTI-GENERATIONAL WORKFORCE
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Employers are currently facing new legal, and therefore practical challenges, when it comes to managing employees. Questions such as “how do I manage differing generations fairly”, “how do I avoid age discrimination” and “what does the law actually require me to do now” are currently often asked.
In our ever-changing 21st Century employment law landscape, employees are not necessarily retiring at 65 and often will remain in the workforce for a lot longer. This means that five generations of workers are generally now active in the workplace at the same time.
Each of the five active generations are uniquely shaped by the events and circumstances of their time. These factors influence how individuals work, and how they prefer to interact with others. The Silent Generation (or Traditionalists) often prefer face-to-face interactions, whilst the digitally native Generation Z’s delight in communicating by messages.
It’s therefore crucial that HR professionals, in-house legal teams, managers, and business leaders understand these differences, so they can navigate key developments in employment law with confidence and manage their employees with sensitivity and understanding.
As well as recognising the importance – and the benefits – of embracing generational workplace diversity, it’s vital that employers design HR policies that support age inclusivity and minimise the risk of Employment Tribunal claims.
The employment law team at Darwin Gray are hugely experienced in helping employers navigate the choppy waters of managing a multi-generational workforce, including how to avoid complex claims of age discrimination.
A successful modern workplace depends not just on managing the needs of your different generations but also championing the contributions of each of those generations. Our continuing aim at Darwin Gray is to nurture and support our clients so they achieve this outcome.
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