With multiple generations sharing the same workplace, how do you create a culture that’s inclusive for everyone?
In 2024, the workplace has never been so diverse. Many organisations have employees who span multiple generations – Gen Z are entering the workforce alongside Gen X and Boomers II, and with that comes different perspectives and experiences.
With so many fresh faces eager to make their mark on the world, it’s easy for older employees to be overlooked when it comes to new opportunities, rewards and benefits, and internal communications. They can also experience discrimination, unconscious bias and ageism which often gets swept under the carpet.
To build a culture that’s truly inclusive and rewarding, here are five things you can do to support older employees.
Tailor your benefits
Employee benefits need to be tailored to the needs of different age groups and life stages. For example, flexible working is a benefit for all, but for older workers, it can act as a bridge to retirement. Job sharing is also a benefit that can support grandparents wanting to take extended time off. Providing additional support around pensions and financial planning, as well as preventative health measures such as health screenings and wellness programmes will also appeal to your older employees.
Introduce a buddy system
Your older employees can offer young and inexperienced employees a wealth of knowledge and wisdom. Make use of their skills by introducing a buddy system or mentoring scheme where they can pair up with each other. This is a great way to build respect and understanding, breakdown any communication barriers, and encourage new connections across your organisation.
Remind colleagues about core values
If your organisation’s core values are about your people and how important they are to the success of the business, shout about it. These values may focus on respect, appreciation, teamwork, integrity, diversity or great leadership. You’ll empower your older colleagues to show up as their best selves and help them to feel a sense of belonging knowing how valued they are.
Don’t avoid new tech
The last thing you want to do is alienate your older employees from new technology. It’s a harmful stereotype that older employees aren’t interested or good at using technology, and employers shouldn’t have lower expectations. If your organisation is rolling out digital communications such as podcasts or video, exploring the use of AI tools, or launching a new high-tech benefits platform, make them accessible to everyone. Hold discovery sessions for anyone who wants to learn more, train managers on how to communicate these changes, and make sure you clearly signpost where employees can get help and support.
Get leadership buy-in
Senior leaders must be intentional in engaging older employees and bridging any knowledge gaps. It requires more than just words of support – leaders should take action to ensure older employees are supported. This includes being clear on policies too, ensuring that all employees know the rules on discrimination, bullying and other harmful behaviours.
By implementing these communication tips, you’ll foster a culture for older employees and improve your DE&I efforts. Remember that older employees are still keen to upskill and contribute to your organisation, and it’s your responsibility as an employer to empower them.
Improve your internal communications with our content strategy and copywriting services. We’d love to help you!
