Inclusion and productivity: The challenge of age diversity in the corporate environment

Different generations in the job market and organizational culture

Baby boomers (born between 1946 and 1964): This generation is known for its commitment and loyalty to organizations. They tend to value job stability and appreciate clear hierarchical structures. They are a valuable source of experience and knowledge, often holding leadership positions.

Generation X (born between 1965 and 1980): Members of Generation X are characterized by their pragmatism and desire to balance personal and professional life. They are independent, adaptable and often pioneers in adopting technology. They value autonomy and the opportunity to learn and grow continuously.

Millennials (born between 1981 and 1996): Also known as Generation Y, Millennials are technology-oriented, with exceptional digital skills. They value flexibility at work, company purpose and diversity. They are willing to change jobs to achieve professional and personal growth.

Generation Z (born from the mid-1990s to the early 2010s): Generation Z is the youngest in the job market and is highly digitally connected. They are creative, entrepreneurial and eager to make a difference. They value diversity and expect transparent and authentic communication from organizations.

The different contributions of each generation

Certainly, the presence of teams made up of four generations working in the same organizational environment can bring several advantages:

Combating ageism in an inclusive environment

To ensure an inclusive working environment, it is vital to combat ageism, which involves age-related stereotypes or prejudices. Managers must lead initiatives to raise awareness, train and promote age diversity. Such initiatives not only benefit employees but also strengthen the organizational culture and company image.

By promoting mutual understanding, combating ageism and valuing the contributions of each generation, companies can create an environment where everyone feels valued and able to contribute to the success of the organization.

Article by Carlos Eduardo Staut, CEO, Kestria Brazil.