Baby Boomers born between 1946-1964 make up 26% of the US population and value hard work, health, personal growth, and job security. They see younger generations like Generation X as "slackers" who lack commitment. However, Gen X wants to feel valued and have their opinions listened to. To overcome generational diversity challenges, communication is key - getting to know different needs and resolving issues like change management. Employers must also show respect for all generations through open communication styles, coaching, and keeping employees informed.

1. Baby Boomers: Generational
Diversity in the Workplace
Robert Brooks
MGT 571

2. Baby Boomers – 2006 Census Data
• Population born between 1946 and 1964 (75.8 million)
• Babies born after WWII
• Majority live in Southern U.S. (28 million) – state with
most - California (9 million)
• 26% of U.S. population – 78 million
• 90% non-Hispanic – 82% of those white
• 65% married – 17% and 12% divorced and never
married, respectively
• 90% finished high school, 50% went to or completed
college

3. Work Ethic
• Hard work/sacrifice needed for success –
started workaholic trend
• Like teamwork, collaboration, and group
decision-making, competitive and loyal to
employers
• Confident task completers, goal oriented
• Many are accepting of diversity, optimistic,
liberal, and conflict avoidant

4. Work Ethic Cont’d
• Value health and wellness as well as personal
growth and personal gratification and seek job
security
• Have a sense of entitlement, good at
relationships, reluctant to go against peers
• Thrive on the possibility of change
• “Show me” generation
• Value chain of command

5. Generational Diversity
• Perceived decline in work ethic is a big cause
of this
• Call Generation X “slackers” – uncommitted,
work minimally – typically Gen X works for
Baby Boomer employers
• Lack of respect – Boomers want their opinions
to be given more weight due to their
experience
• Gen X also wants to be listened to feel valued

6. Age Discrimination
• Age Discrimination Act of 1967 (ADEA)
protects individuals who are 40 years or older
from employment discrimination based on
age (hiring, firing, promotion, layoff,
compensation, benefits, job assignments, and
training).
• FY ‘09 – 22, 778 receipt charges filed under
the ADEA with EEOC

7. Other Generational Diversity Factors
• Perception of what contributes to success in the
workplace, and their preferred leadership
attributes
• Older workers – deadline oriented, want to build
credibility; Younger workers – results oriented,
rely a lot on computers for success, also seek
good listeners
• Labeling and Perception (Old = slow, too set in
ways; Young = lack stability, care more about
social life)

8. Solutions to Generational Problems
• Communication – knowing and meeting
peoples’ needs to make them more effective
• Communication building is needed to resolve
recruiting, building teams, dealing with
change, motivating, managing, and
maintaining and increasing productivity
• Ask questions rather than jumping to
conclusions (for all generations)

9. Solutions Cont’d
• Respect
• Boomers need body language, speak in an open,
direct style, answer questions thoroughly, and
expect to be pressed for details, avoid controlling,
manipulative language, present options to show
flexibility in your thinking, use face to face or
electronic communication to reach out to them.
• Provide guidance, coaching/training, keeping
employees informed, building credibility