SHRM India - Archived Webinar - Multigenerational Diversity in the Indian Workforce

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Diversity and Inclusion initiatives in India have primarily focused on bridging gender differences. However, given India’s large demographic dividend the younger, technologically savvy workforce is rapidly changing the way organisations communicate, engage and develop talent.
Organisational success will increasingly depend on the ability to leverage the strengths of multiple generations in the workforce, in a manner that leads to collaboration and increased knowledge sharing - resulting in innovation and value creation for both, individuals and the organisation.
Join our Subject Matter Experts in this webinar to learn more about the following:
- Overview of Generations in the workplace - Global & Indian context
- Key challenges and opportunities
- Key initiatives for managing generational diversity
- Evaluating the impact of multigenerational diversity initiatives
- What next?

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SHRM India - Archived Webinar - Multigenerational Diversity in the Indian Workforce

  1. 1. All materials are Copyrighted 2012 by Strategic Human Resources Management India, Pvt. Ltd. or Society for Human Resource Management unless otherwise expressly noted. All rights expressly reserved. Webinar on “Leveraging Multigenerational Diversity in the Workforce” 17th October, 2012
  2. 2. Structure 1. Nirmala Menon -- Overview of Generations in the workplace - Global & Indian context 2. Tanusree Mazumdar -- Key challenges and opportunities -- Key initiatives for managing generational diversity -- Evaluation of Multi Gen Diversity 3. Nirmala Menon -- The way Forward 4. Question & Answer Session Slide 2
  3. 3. What is a generation? A group of employees that have similarities in their core values, lifestyle, history, and attitudes – Each of these generations has its own common set of social & historical events that have helped shape their personal outlook, aspirations, and world views – Each of these generations approach work and career in different ways based on their common approaches, ideas, and values (Lancaster & Stillman, 2002) Slide 3
  4. 4. Which generation said this? "The young people of today think of nothing but themselves. They have no reverence for parents or old age. They are impatient of all restraint. They talk as if they alone knew everything and what passes for wisdom with us is foolishness with them. As for girls, they are forward, immodest and unwomanly in speech, behaviour and dress.” Slide 4
  5. 5. Why are businesses interested? Why is it relevant today? Slide 5
  6. 6. Traditionalist Gen X Gen Y 1950 -1965 1965 -1980 1980 - 1995 Generational cohorts in Corporate India Slide 6
  7. 7. Generational cohorts Stability *Financial security Stable Govt. jobs preferred *Hard work = success *Patient & loyal *Conservative *Regulation. Protectionism *Food sufficiency *Political instability – emergency, assassination *Expansion of telecom *Birth of IT Gen X (‘66 – ’80) *Independence/Partition *Socialist eco model *Shortage of food *Wars around borders *Social reforms *Green revolution Gen Y (‘81 – ’00) *Liberalization *Credit cards *IT boom *Access to technology *Growing middle class *Dual income families *Optimistic. Confident *Tech savvy *Entrepreneurial *Idealistic Challenging status quo *Breakdown of hierarchies Traditionalist (‘50-’65) *Optimism *Preference -private firms Growing consumerism Job change more frequent *Believed in Institutions but ready to question *Success – going abroad Slide 12
  8. 8. Structure 1. Nirmala Menon -- Overview of Generations in the workplace - Global & Indian context 2. Tanusree Mazumdar -- Key challenges and opportunities -- Key initiatives for managing generational diversity -- Evaluation of Multi Gen Diversity 3. Nirmala Menon -- The way Forward 4. Question & Answer Session Slide 13
  9. 9. Challenges and opportunities of Multigenerational Diversity Who, What, When, Where Slide 14
  10. 10. Challenges and Opportunities Co exist Slide 15
  11. 11. Typical Conversations at Work! Anil “How was your weekend? Rohit “it was just Great! Was a good gaming weekend”! Slide 16
  12. 12. How do I deal with it? Is it here to stay or a flash in the pan? Multitude of Emotions ….. Careers Organization Design & Structures Psychological Contract is it changing?? Slide 17
  13. 13. Opportunities & Challenges Organizational Level Team Level Individual Level Slide 18
  14. 14. Initiatives to build Multi Gen Diversity • Changing nature of psychological contract • Redesign career • Leverage generational sagacity Organizational level • Sensitization programs • Dialogues and conversations • Reverse mentoring & mentoringTeam Level • Demonstrate willingness and openness to embrace multi gen • Work with a coach to become aware of biases and mindsets at play Individual Level Slide 19
  15. 15. Evaluation of Multi Gen Diversity Evaluation of Multi gen reminds me of a wise man’s saying “It is like sowing seeds and checking on the growth of the seed to a sapling everyday and sometimes in haste even uprooting the sampling” Evaluation and Metrics go hand in hand and organizations need metrics to quantify and qualify the outcome and sometimes in areas like Multi gen Diversity, and Diversity it becomes nebulous Some metrics that are found useful - Quantitative: Coverage of Career conversations, reverse mentoring and mentoring and sensitization workshops conducted - Qualitative: Take note of emergent themes Slide 20
  16. 16. Structure 1. Nirmala Menon -- Overview of Generations in the workplace - Global & Indian context 2. Tanusree Mazumdar -- Key challenges and opportunities -- Key initiatives for managing generational diversity -- Evaluation of Multi Gen Diversity 3. Nirmala Menon -- The way Forward 4. Question & Answer Session SlideSlide 21
  17. 17. The way forward… What do we really want? What can we learn from Gen Y? Slide 22
  18. 18. Challenges? Different perspectives? Sense of entitlement. Question everything Low acceptance of hierarchy. Informal. Equality oriented Work “On the go”. Technology is liberating! Multitask Life is more than work. Work - fun, flexible & seamless Most educated. Want meaningful/fulfilling work. Idealistic Change - new “Normal”. Experimental with life and career – Leverage their comfort with teams, technology & change – Provide structure, leadership and guidance – Encourage the "can-do" attitude & positive self-image Slide 31
  19. 19. The Bottom-line! Not responsible for our Generational background. We all need to learn how to get along! All people want only to: - Belong, Valued and Respected - Have trustworthy and fair leaders - Make meaningful contributions - And recognised for it So! “Managing” diversity is simply managing well in general!! Slide 34
  20. 20. Slide 35
  21. 21. Do visit the SHRM India Microsite on Multigenerational Diversity http://multigen.shrmindia.org/ Slide 36

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