The workplace is now more age-diverse than ever, with five generations - Boomers, Generation X, Millennials, Generation Z, and Alpha - working side by side. This age diversity among employees can be both a blessing and a challenge. Young people entering the workplace bring a different mindset and language, and they openly discuss their needs. In Denmark, 50% of Generation Z identify as neurodivergent, necessitating structural changes in society, including how educational institutions are run and how people work. And I think that leadership development training should focus more on emotional intelligence rather than just technical skills.
Understanding ageism
The most recent reports from the World Health Organization (WHO) describes ageism as encompassing stereotypes, prejudice, and discrimination based on age, affecting both individuals and groups across various stages of life and professional development. One can portray these components further to understand how age-based biases manifest in different dimensions:
- How we think? (stereotypes)
- How we feel? (prejudice)
- How we act? (discrimination)
I think ageism can affect individuals at every stage of their career and is prevalent across diverse industries and sectors. It’s a relevant diversity topic and in the future, we will see its impact on society as a whole.