For the first time in history, four generations are working side by side.
Unsurprisingly, this new reality, now shaped by an ageing population and longer working lives, demands that businesses rethink how they cultivate truly inclusive cultures.
A recent report by Lancaster University and the International Alliance for Responsible Drinking found three-quarters of senior business leaders in Great Britain (73%) now oversee a multigenerational workforce. This evolution has already begun to dictate how businesses are expected to function going forward.
One notable shift is the increasing need to introduce alcohol-free social events. With many Gen Z employees gravitating toward sobriety or reduced alcohol consumption, it’s a clear signal that what was once the social fabric of the workplace may no longer align with the evolving preferences of the modern workforce.
This shift is also more than just a change in social preferences; it represents a broader conversation about how we can create work environments that genuinely support diversity and inclusion. In an era where workplaces are more diverse than ever in terms of age, gender, and cultural background, we must question what it truly means to be inclusive.
As CEO of Code First Girls, I’ve seen firsthand the critical role that supportive and inclusive work environments play, especially in the tech sector. It is estimated there is a shortage of 100,000 to 150,000 skilled tech workers annually in the UK and women only make up 22% of the tech workforce. Out of this group, women from ethnic minorities made up 3.1% which is incredibly small.
This gap is clearly stark. The UK needs 3 million more skilled people working in technology by next year. However, that figure can only be achieved if new diverse talent pools are found and nurtured.
This requires a multifaceted approach. One crucial element is for businesses to go beyond surface-level diversity initiatives and commit to fostering a truly inclusive environment where everyone, regardless of gender or age, can thrive.
A key component of this inclusive environment is flexible working arrangements. The traditional 9-to-5, office-based model is increasingly outdated and fails to accommodate the diverse needs of today’s workforce. By offering flexibility on where, when, and how employees work, companies can create a more welcoming workplace that supports the unique circumstances of each individual.
For women in tech, who often face the dual pressures of managing a demanding career and family responsibilities, flexibility is not just a perk – it’s a necessity. Allowing remote work or adjustable hours can be the difference between staying in the industry or leaving it.
Such arrangements empower women to excel professionally without sacrificing their personal lives, helping to retain top talent and close the gender gap in technology.
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Another area which requires improvement in many businesses and can help with integration is onboarding. We recently surveyed our members and it revealed that 76% of tech professionals believe their companies under-utilise onboarding. We found that 60% of onboarding in the tech sector is conducted remotely and 81% of new hires say they feel overwhelmed during the onboarding process.
Small changes here could make a huge difference. For example, encouraging face-to-face sessions, offering manageable first tasks, providing a calendar of meetings with senior leaders and having a buddy scheme in place – plus regular feedback through weekly and monthly check-ins.
Another innovation which helps to bring people of all ages and experience together is reverse mentorships. Older employees can share experience and industry knowledge. Younger employees can offer insights on new technologies and emerging trends.
The workplace is evolving, and businesses must evolve with it. The growing presence of multiple generations in the workforce, coupled with changing social norms, presents both challenges and opportunities. By embracing employees from different backgrounds – whether they be career-switchers or women who have taken time off to have a family – businesses can only benefit themselves by drawing on the widest possible range of voices and insights.
Alcohol-free events, enhancing onboarding processes, and offering flexible working options are other, simple ways businesses can create an environment where all employees feel valued and supported. This is not just about keeping up with trends; it’s about building a workplace culture that is truly inclusive and capable of meeting the needs of a diverse and dynamic workforce.
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