Diversity Challenges- Stereotyping

First appeared on Technorati:  
http://technorati.com/lifestyle/article/diversity-challenges-stereotyping/

We discussed the Diversity Challenges in the last post. An important item in the diversity challenges is stereotyping, so let us start by defining it.

Stereotypes lead to assumptions and conclusions based on a person’s race, gender or sexual preferences. Making these assumptions and conclusions then leads us to discrimination. Stereotypes can be about race, religion, gender, age, disabilities, income, geographical locations.

Stereotyping, has its root in prejudice, is an unjustified negative attitude based on a person’s group or class identity acquired either through past personal experiences or through preconceived wrong beliefs. It includes having an attitude, opinion, perception, or belief about a person or group.

Stereotype is a mental picture developed as a result of a myth. People don’t often realize manifestations of their own bias and prejudice towards others.

A clear example is shown in the case of a Republican official, from Orange County, Ca, a couple of months ago; forwarding an email to some friends depicting an image of a family of chimpanzees, with the superimposed face of President Barack Obama over the baby chimp’s face. The caption read, “Now you know why no birth certificate; thinking it was just a joke. She apologized by saying that she has never been a racist; she just thought it was funny

While we are not judging the behavior, the morale of the story is that we can have our own bias and not even be aware of it, which is the real challenge when it comes to diversity, inclusion, and acceptance.

Important also to note that there a fine difference between generalization and stereotyping. Generalization is a starting point indicating common trends and patterns, for beliefs and behaviors that are shared by a certain group, to make it a bit easier to study its culture, and that there are individual differences even within the same group of people

While generalizing is a positive, stereotyping that might seem similar, functions differently, and can negatively influence interpersonal interactions. Stereotyping is an ending point and can be defined as the process by which people acquire and recall information about others based on their race, sex, religion, etc.

To understand the difference: If I assume that all Middle Eastern are Muslims is stereotyping as a good percentage is Christian, Jewish, Druze or Baha’i. But if I ask myself if a Middle Eastern is Muslim I am making a generalization

One of the publicized stereotypes in the workplace is the “gender” stereotypes, indicated in class action lawsuits as the Wal-Mart and the recent KPMG case.

Gender issues often have a strong impact on a workplace because these types of issues elicit different communication styles and perceptions. These issues can also lead to sexual harassment and other types of discrimination and those that are very subtle. However, these issues are not limited to gender issues, but also include sexual issues, cultural issues and lifestyle issues.

Gender issues are excellent for exploring how stereotypes develop and discrimination occurs. For instance, women often feel undervalued in the workplace, while men often think that they cannot do the same jobs as them. This is a classic stereotype.

Age is another issue, including whether an employee is too old or too young for their position. For instance, Gen Y are presently in leadership positions at the workplace, some may wonder whether they have enough experience for their position as well as life in general.

Sexual orientation issues also arise causing stereotypes and discrimination. As more gay men and lesbian women make their presence known in the workplace and openly talk about their sexuality and partners, many people simply do not understand it. These people are often the center of disrespectful jokes and commentary. Organizations are also openly hiring these individuals into managerial positions. These types of situations often cause tension and even violence between these individuals.

Individuals with disabilities might also be stereotyped and discriminated against. Although the Americans with Disabilities Act of 1990 ensures workplace corrections so that disabled people can work easily in their positions, they often feel as though they are left out of the office culture.

Stereotyping and discriminating against certain people and classes that are mostly protected by law, not only affects the bottom line revenues of the workplace, but decreases morale, where employees are disengaged, increase absenteeism, diminishes the capability of recruiting and retaining talents. All these factors will not only decrease productivity, but also subjects the organization to major lawsuits that costs million of dollars in settlements and punitive damages, with a risk to tarnish its reputation forever and can be detrimental to small and middle size businesses.

Diversity starts at home.

Sahar Andrade, MB.BCh
Diversity Consultant – Social Media Strategist
Sahar Consulting, LLC. - Home of the D.I.A.L.O.G.™ Programs
Diversity& Inclusion in Active Leadership Organizational Growth™
(Exchanging Ideas through Conversation)™
http://www.saharconsulting.com

(818)861 9434

Let’s connect on:       
Contact me:  saharconsulting

Diversity Challenges

First appeared on Technorati: 
http://technorati.com/lifestyle/article/diversity-challenges/#ixzz1PYLCI4vt

Work place discrimination charges filed with the U.S. Equal Employment Opportunity Commission (EEOC) hit an unprecedented high of 99,922 during the fiscal year of 2010.

EEOC (Equal Employment Opportunity Commission) that has a the task of ending employment discrimination in the United States by allowing individuals to sue private employers for discrimination, and serves as an adjudicatory for any claims of discrimination brought against federal agencies.

That means that we still have a big problem with discrimination and application of diversity and inclusion – finding the barriers to diversity and inclusion can guide the way to finding solutions to at least decrease the amount of these claims, and can help building bridges in the workplaces for better harmony and inclusion.

Diversity goes way beyond race, color and religion. Diversity is the many differences between individuals including race, culture, gender, sexual orientation, age, physical abilities, socio-economic, jobs, education, geographical locations, personalities, and even diversity of thoughts. Diversity is what makes each and everyone of us unique

Diversity means challenge and to overcome the “isms” such as racism, ageism, sexism, and homophobia. These issues cause many rifts in a successful society and workplace and often prevent goals of the organization and the teams within from accomplishing their goals and achieving their missions.

Most importantly, leaders must be aware of these challenges in order to rise above them and lead successful teams, while also reaping the many benefits that diversity provides.

There are several challenges to diversity that exist including:

• Fairness: Diversity creates questions about fairness because discrimination and equality in the workplace is always a factor. Because of this, mechanisms must be put in place to assure that questions of fairness do not arise and to ensure that everyone in the organization is treated equally.
• Management Complexity: It often seems easier to manage a group of people who all have the same or similar mindset, but these people do not always get along. However, in a homogenous group, there tends to be less conflict and management does not have to adjust their style. They do not need to approach or listen to people differently and they do not need to find new approaches to tasks, as they are always completed successfully using one method, if it is not broken why fix it?.
• Differences versus Similarities: It is simpler to think that working with people that have similar backgrounds is easier. We don’t have to worry about different styles or understanding new perspectives. We also don’t have to adjust to different attitudes. 
• Loyalty and Identity: As members of a homogenous group, we believe we know who we are. We don’t feel the need to constantly redefine ourselves and we don’t need to wonder if we can trust those new people with new values, if they will back us up or if they will be loyal to the organization.

Although these all read as challenges, the fact is that these can also be benefits to diversity. When you find new approaches, you define innovation. Although it may be difficult to deal with, change is good.

Organizations that are flexible and willing to think clearly and outside of the box are able to use their diversity skills to make diversity work in their organization.

Diversity is mutual acceptance and value placed on differences among people with respect to age, class, ethnicity, physical and mental ability, race, sexual orientation, spiritual practice, and other human attributes. Workplace diversity means new opportunities for both employees and employers and that translates into more revenues.

 

Diversity Starts at home

Picture credit to thefreemanonline.org

Sahar Andrade, MB.BCh
Diversity Consultant – Social Media Strategist
Sahar Consulting, LLC. - Home of the D.I.A.L.O.G.™ Programs
Diversity& Inclusion in Active Leadership Organizational Growth™
(Exchanging Ideas through Conversation)™
http://www.saharconsulting.com 

(818)861 9434 

Let’s connect on:       
Contact me:  saharconsulting

Respect For Human Dignity

How many of us get those chain jokes in our mail boxes daily; jokes about gays, older people,  Polish people, some about women, Muslims, Jews,  etc…and the list goes on.    

These jokes that may be intended to be funny can be taken the wrong way, and be considered of extremely bad taste. How do you react to these jokes?  

Do you delete them or just hit the forward button to the next person that will do exactly the same thing. Did you ever stop and think that these jokes might be offending to  someone else, even if they don’t speak up and voice their discontent? Did you ever stop,  and put yourself in their shoes and how they could feel excluded?  Did you know that this could be considered a type of harassment?

Harassment is verbal or physical conduct that belittles and shows hostility or aversion towards an individual or a group because of their race, color, religion, gender, sexual orientation age or any other characteristics protected by law.

Harassment causes an uncomfortable feeling that can distract a person from doing their job if done all the time. It is abusive words or phrases, jokes, slurs or negative stereotyping, threatening, intimidating, or hostile acts that are derogatory or disrespectful, even if not intended. Describing these actions as being insensitive is a major understatement, as well as using expressions like: you people, you all look-alike,  learn to speak English, you foreigners, very articulate for a Puerto Rican, all men are the same, older people can’t handle technology… 

You will be surprised how many of these expressions I have heard and how many of these jokes I have seen, and the sad part is that whoever is expressing them don’t feel that they being insensitive, or wrong, and  they actually ask you what happened to your sense of humor.  Humor? I wasn’t aware that hurting someone’s feelings these days was called humor.

Humor is required in every aspect of our lives, I am not asking anyone here to walk on egg shells, I am not asking anyone to inconvenience themselves, but at  least be aware of what you say or act and how do you say it.  

All what I am asking for is RESPECT one another. Understanding sensitivity in the workplace is a step forward to instill respect. Harassing conduct is never justified; not knowing it is harassment is not a legal defense. Wherever there is harassment; morale suffers and as a result: Productivity decreases; absenteeism and employee turnover are high, inability to hire or retain talents; legal fees to defend the lawsuits in courts soar, and damage to the company’s image and reputation can be permanent.  Bottom line loss of revenues is the result.

Why do people keep their silence and don’t correct the wrong, and what are the ways to handle these sticky situations?  – that is what I will discuss in the next post 

Diversity starts at home, Inclusion starts with each one of us,

Sahar Andrade

Diversity Consultant – Social Media Strategist

Sahar Consulting, LLC.

http://www.saharconsulting.com

(818)861 9434

Let’s connect on:        

Contact me:  saharconsulting   

Picture credits:jemima.files.wordpress

Cross-Cultural Communication

Last weekend, I gave a presentation about cross-cultural communication. To my surprise, I found out that a vast majority of the population has a misguided perception that cultures are only about people’s skin colors, different ethnicities or religions, which is very surprising considering the emphasis that is being placed on diversity and the importance therein.

Also, many people didn’t quite grasp the difference between both communication and effective communication; and the concept that there is a difference between hearing and active listening.

Taking all of the above into consideration, I then decided to write this post about the actual definition of effective cross-cultural communication and why it is important to focus on it.

I always like to build a business case around any subject I tackle. When I researched the business case for communication these were the results:

1- The demographics in the United States are rapidly changing: It was perceived that the minorities in the United States will become majorities by 2050; but according to new data, we will see the shift earlier in 2042- 2043.
a- The Hispanic population will increase from 15 to 30 percent within the next 30 years
b- Asians will increase from five to eight percent
c- African Americans will increase only by one percent from 14 to 15 percent.
d- There is at least one million legal immigrants moving to the United States yearly
2- The increased number of female executives where inter-gender communications becomes vital
3- There are four generations communicating at work, where some even consider the presence of 5 generations (dividing generation Y to pre & post 9/11)
4- The buying power of the lesbian, gay, bi-sexual, and trans-gender community is increasing

We spend 70 percent of our daily time communicating with each other. Sustaining productivity and increasing revenues can come down to the point if communication is conducted effectively or not.

Let us go back for a moment to the cross-cultural term: it means communication across different cultures. The world around us especially in the United States is very diverse as demonstrated in the business case.

Diversity includes but is not limited to race, ethnicity, gender, age, religion, disability, sexual orientation; it also includes other factors like socio-economics, education, titles, job descriptions, geographical locations, and marital status, to the point where the diversity of thought, is also included.

And why do we care about diversity in communication? Because each category of diversity has its own culture and each culture has its own communication style, which should also be taken in consideration for product marketing campaigns to different segments of the market.

Then, we need to consider the individuals’cultures, social cultures and the organizational cultures. So, are we fighting a losing battle? In actuality it is much simpler than it sounds, although some flexibility and sensitivity to the different diversity factors and cultures is needed.

The subject might seem a no-brainer, but I have been surprised by how many people never thought about cross-cultural communication in this way. And most importantly:

Diversity starts at home.

Sahar Andrade
Diversity Consultant – Social Media Strategist
Sahar Consulting, LLC.

http://www.saharconsulting.com

(818)861 9434

Let’s connect on:       
Contact me:  saharconsulting

Is Glass Ceiling For Women a Myth?

First appeared on Technorati: 
http://technorati.com/women/article/is-glass-ceiling-for-women-a1/#ixzz1F1Aa1DUq

Last Thursday I attended a conference sponsored by the US Secretary of Labor, Hilda Solis, and the Women Labor Bureau. The conference theme was: Flexibility at the workplace.

Among the subjects discussed was the ability and capability of women in general to get to the C Suite positions and the barriers in the way, including lack of flexibility of working conditions

The topic reminded me of research I had done a couple of months ago about the percentage of women in the C suite compared to their male colleagues, as well as their presence and voices in board member and executive positions

Granted, the last few years have seen a bit of progress by women in the workforce, like in the Supreme Court of the United States, where in 220 years, only four women have served as justices, two of them nominated on the last two years by President Obama: Sonia Sotomayor and Elena Kagan.

We have seen for the first time a female presidential candidate, Hillary Clinton, and a female vice presidential candidate, Sarah Palin (regardless of any political affiliations), as well as an increased number in female governors, both candidates and elected governors in the 2011 electoral race; Letitia “Tish” Long became the first woman to head a major intelligence agency. But we have also seen a standstill in the female leadership in 2010, as for every woman who was promoted to a C suite position, another was lost, according to Fortune magazine

We have also seen debates that were mostly negative around the placement of both female justices doubting their objectiveness; as well as the sexist remarks made about both Hillary Clinton and Sarah Palin on the way they dressed, hair styles, how they looked, need of plastic surgeries, etc.

Statistics from the US Department of Education in 2009 show women at 57% of the students on college campuses and comprising around 60% of master’s degree recipients, as well as doctoral degrees awarded to more women than men. Nearly half of the US workforce is female, so logic dictates that there should be roughly 230 female CEOs, but reality numbers show that less than 10% of executives in large publicly traded firms are women, 12 female CEOs at Fortune 500 companies; only 6% of the most highly paid executives with titles such as chairman, chief executive officer, president and COO are women; only 15% sit on the board of directors; furthermore 12% of large companies don’t have a single woman on their boards (Korn/Ferry International).

These phenomena, accompanied by the fact that females working full time earn 81% of every dollar earned by men, have been going on forever and were dubbed by the Wall Street Journal as the “Glass Ceiling” that depicts limitations faced by women and minorities to advance into senior positions in corporate organizations. (We are only discussing factors affecting women in this post.)

In 1991, Senator Robert Dole Introduced the “Glass Ceiling Act” that was signed into a law as an amendment to Title II of the Civil Rights Act of 1991. The Act established a commission to investigate if a Glass Ceiling existed or not, and if it did, to identify the barriers to placing more women and minorities into senior positions.

The commission found that, though CEOs understood the need to include women and minorities in the ranks of senior management, this belief was not shared at all levels of the organizations

The study also found 3 main barriers contributing to the Glass Ceiling causes:
1- Societal: Limited educational opportunities and bias against women and minorities
2- Internal Structural: Corporate practices; management shortcomings like outreach, recruiting and retaining female and minorities talents. Organizational Cultures that exclude women and minorities to participate in activities that will lead to advancement such as career development assignments, mentoring and management training
3- Governmental: Inconsistent enforcement of Equal Opportunity Employment laws, and poor collection and distribution of reports and statistics that showcase the problems

Audits are been conducted regularly by the commission to monitor the progress made in solving the Glass Ceiling.

So is the Glass Ceiling for women a myth or not?

Diversity starts at home.

 

Sahar Andrade
Diversity Consultant – Social Media Strategist
Sahar Consulting, LLC.

http://www.saharconsulting.com

(818)861 9434

Let’s connect on: 
Contact me:  saharconsulting

Age Diversity: Bridging The Generational Gap: Solutions

In the previous posts, I discussed the Matures, continuing the sequence; we met the Baby Boomers, Generation X or GEN X, Generation Y or GEN Y, and challenges

This is the final post on Bridging the generational gap, knowing the challenges illuminates the way on what kind of solutions will help build a cooperative culture between the different generations and harvest on their strengths and skills rather than focusing on the negatives.

Advantages of a multi-generational workforce:

• Teams can gain an edge by utilizing their wealth of experience and talent of each generation. Older employees to learn to trust and leverage the younger ones’ skills.
• Understanding the key themes for each age group can build a base for understanding and can reduce stereotypes, prejudice and discrimination. Build active engagement
• Increased innovation and creativity by sharing experiences, ideas, skills and perspectives bringing new solutions and opportunities for a competitive edge
• Mentoring and reverse mentoring: To fill the gaps of experience in each generation, and avoid the old mistakes.
• The team can attract and retain talented people of all ages, being more flexible.
• The team can gain and keep greater market share because its members reflect a multi-generation market, and can meet needs of a diverse public.
• Decisions are stronger because they’re broad-based.

To build an inclusion culture:
• Know the demographics- externally and internally
• Demonstrate respect and recognition
• Open channels of communications and dialogue
• Participative problem solving and decision making
• Comprehensive leadership of all generations
• Build on strengths, understand and appreciate them
• Offer options
• Transfer knowledge from older generation to younger ones as they have a tendency to keep all their knowledge and experience in their heads

Solutions:
• Start with a generational audit to grasp your internal demographics
• Conduct Diversity and Leadership training workshops. The training will use sensitivity making younger employees aware and sensitive to older employees’ needs, strengths and potential contributions. Also give information to older employees to be more aware of their own actions that foster widening the gap; as well as offering solutions.
• Train managers and leaders on the ADEA Age Discrimination in Employment Act of 1967 – prohibiting discrimination of workers of 40 years or older
• Bring out the best in each employee, adapt to the styles and preferences of a multi-generational workforce and look through a generational filter to consider actions with employees.
• Host a Generational Awareness Week. Post photos that represent the generations. Include icons and popular expressions. Play music that is popular to each generation
• Write four versions—one for each generation—of an Employee Value Proposition, in a way to match each generation’s values, wants and needs.
• Review the benefits package; match them to appeal to each single generation.
• Design three rewards specific to each single generation.
• Review the makeup of the Board of Directors. To make sure they match the company’s DNA
• Learn about other generations beside yours. Ask questions, learn history, characters, motivation, and work preferences. Respect others.
• Ask employees from the 4 different generations about their ideal manager characters. Then, create profiles of four ideal managers—one for each generation. What do all the profiles have in common? Where do they differ? And think how to apply these findings
• Consider implementing inter-generational mentoring and generational employee-resource groups.

Case Studies:
Companies are aligning jobs with the shared values of employees:
• American Express is providing more job flexibility, allowing people to work where and how they want;
• CitiGroup’s Alternative Solutions Work program; which provides opportunities for social contribution
• Ernst and Young‘s Corporate Responsibly Fellows Program which has instituted progressive work policies that value multiple bottom lines including sustainability.
• Time Warner and Cisco which has instituted inter-generational mentoring.
• Deloitte created a platform like Facebook D-Street to communicate with their GEN Y.
• Kaiser Permanente built an internal networking site called KP IdeaBook, an interactive site where employees can create detailed professional profiles, find and connect with colleagues via search and browsing capabilities, establish groups and provide status updates on work projects

Age is a diversity issue, the melting pot theory is not applicable anymore as melting everything down, gets everything mixed together into a mass of gray mud. The different groups lose their uniqueness. Everything becomes homogenous and loses the variety of perspectives. Potential goes untapped. So I rather look at diversity is a big bowl of salad with different color vegetable, each retaining its nutrition and flavor; that we can mix and match and choose our own dressing to match our tastes i.e. goals.

It is not singing “Kumbaya” but rather understanding and respecting our similarities and differences and putting them to work for us rather than against us.

Posts related to the discussion: Matures, Boomers, GEN X, Gen Y and the Challenges.

Diversity starts at home

Bridging the Generational Gap: Challenges

In the previous posts, I discussed the Matures, continuing the sequence; we met the Baby Boomers, Generation X or GEN X, and Generation Y or GEN Y.

Mixing the generations in the work place has its advantages and it challenges, as each generation has its own strengths, as well as some solutions offered. Generational differences, affects how people communicate, might affect misunderstandings, high employee turnover, absenteeism, difficulty in attracting employees and gaining employee commitment.

The challenge is the clash of communication styles and work ethics that can create cultural chaos. Members of each generation may not be especially interested in learning about new perspectives or ways of doing things. Another obstacle is the amount of change that inter-generational mingling at the Workplace brings with it. Many people resist change, feeling more comfortable leaving things the way they are. Diversity of any kind often brings tensions.

Generational differences can affect everything, including recruiting, building teams, dealing with change, motivating, managing, and maintaining and increasing productivity.

The advantages are that Teams and groups can gain an edge if they learn how to help each other: for example older employees can stay motivated to utilize their wealth of experience and talent, and learned to trust and leverage the younger ones skills.

Understanding the key themes for each age group, which we discussed in previous posts, can build a base for understanding and can reduce stereotypes, prejudice and discrimination. This is a great opportunity to share our experiences, ideas, skills and innovations. We also demonstrated how each generation (Matures, Boomers, Gen X & Gen Y) was affected and shaped by the times they lived; now we can reap the benefits each generation has to offer by understanding them, learning to communicate better, increase productivity, better face changes and develop a more respectful workplace.

The first challenge we need to face is to attack the myths and stereotypes about each generation. Stereotyping people based on their age is a common problem, and it breeds suspicion and distrust, the most common myths are:

• Stereotypes about Gen Y is that they are self-absorbed, and feel entitled as they rather trade high pay to flexible schedules and a better work-life balance and avoid working long hours and overtime
• Younger employees might view infrequent, more subtle feedback from older colleagues as proof that they are cold, distant, passive-aggressive or unwilling to communicate
• People quit learning when they get old, they are rigid and dogmatic, and stop being creative.
• Older employees resent to be told what to do; well don’t we all? Older people stopped being creative:
• Older people are less productive and just waiting to retire, they have higher absenteeism and accident rates
• Baby Boomers define themselves by what they do professionally, they sacrificed a great deal to get where they are in their career, so they believe that both Generation X and Generation Y should pay their dues and conform to a culture of overwork. Baby Boomers may criticize younger generations for a lack of work ethic and commitment to the workplace.
• Boomers believe in ranks and may have a hard time adjusting to workplace flexibility trends. They believe in “face time” at the office and may fault younger generations for working remotely.

Examples of Communication gaps

• When a boss tells a baby boomer need to get the report done when they get a chance, they hear it as an order to be done now, when Xer hears it as an observation, will get to it on time
• Appraisal time: Mature manager offers a nice monetary bonus for a project well done. Gen X is ungrateful as they didn’t I get it 6 months ago when the project was finished. Gen X needs immediate gratification.
• A GEN X manager tells a Boomer that he has been working too hard and should take some time off to take his family on vacation. The Boomer answers that he doesn’t work for vacation but to get promoted and get ahead.

A diverse team of different generations working together to recommend a solution to a nasty problem, the cons of the situation is that after two weeks nothing is done as:

1. The Matures are looking for hand written notes and step by step request to follow
2. Boomers don’t like to work independently, and want meetings, expect to work 24/7
3. Xers don’t want to hear about work out of work
4. 4Yers don’t want any meetings, Emails only.

Next post is the final one; we will discuss the inclusion culture, case studies as well as suggested solutions.

Till then, remember Diversity starts at home.

Sahar Andrade
Diversity Consultant – Social Media Strategist
Sahar Consulting, LLC.

http://www.saharconsulting.com

(818)861 9434

Let’s connect on: 

Diversity: Bridging the Generational Gap: Baby Boomers

In the previous posts, I discussed the Matures

Picture credit to Bloomberg Business Week

In the previous post, I discussed the general characters of the Matures Generation. Continuing the sequence of the generations, we meet the Baby Boomers who were born in a post-war era. The Vietnam War erupted, the civil rights movement was shaping up, and taking on a life of its own. The cold war started, John and Bob Kennedy, as well as Martin Luther King, Jr., were assassinated. Woodstock was the event of the century. The Baby Boomers era also marked the beginning of the Women’s movement and the emergence of Feminism.

The Baby Boomers period was a very complex one in terms of how this generation’s world was affected and is reflected in their behaviors, values, beliefs and characters. The Matures laid the groundwork for the United States to become an influential member of the world community. The Boomers came behind them, with their intense work ethic and their competitive nature; they got  US productivity to the forefront of the world community.

Today, the Boomers are in control of business, government, and culture. They are the CEOs of most companies, executives, faculty professors, supervisors and managers; they dominate the workplace.

Boomers are still working very hard, but questioning whether it was worth it, as they have seen massive layoffs and downsizing caused by the tough economic conditions. Boomers are currently changing their outlook on work, and reexamining their values concerning work, family and culture.

• Baby Boomers’ generation marked the highest birth rates ever in the US.

• Famous examples of the Baby Boomers’ generations: Bill and Hilary Clinton, The Beatles, President Obama, Oprah, Tony Blair, George W. Bush, Bill Gates and Steven Jobs.

• Their music rocked. Rock and Roll was an expression of their generational identity. They listened to the Beatles, Motown sounds, Beach Boys, Rolling Stones, and The Supremes. The real revolution was the transistor radio that was portable and could be carried everywhere. Colored TVs as well as the Peace symbol also mark the era.

• Workplace: Boomers started the “Workaholic” expression. They care about getting the job done no matter how long it took. They believe that teamwork is a key to success, as well as building relationships. They love face to face long meetings. They are competitive and defined by their works and their work ethics.

• Family: Work came first; they worked very hard and for very long hours. That affected their families, hence the high rate of divorce of the Boomers’ generation. Two income homes started to bud, as women entered the workplace in big numbers.

• Leadership: They changed the McGregor’s management style from Theory X to Theory Y, a participative and collaborative style of management. They respect power and achievements.

• Culture Ethos: Individuality, the “ME” generation. Rebuilding was their motto. Demanding personal freedoms, individually seeking personal fulfillment. They looked at education as a birthright.

• Communications: Somewhat formal and through structured networks. They choose face-to-face conversations, and practice diplomacy.

• Recognition and motivation: Public acknowledgement and career advancement counted the most. They love to hear how much they are valued and how much they are needed. Success is displayed by certificates, trophies and plaques.

• Technology: Necessary for progress and advancement.

• As a customer: They worked too long and too hard, interested in products that save them time and put them in control of their lives. They want products customized for them, the individual. They want also want products that reflect status and success. Famous brand names reflect these qualities: Mercedes, BMW, Cartier etc…

Generation X will be discussed in the next post.

Till then, remember Diversity starts at home,

Sahar Andrade
Diversity Consultant – Social Media Strategist
Sahar Consulting, LLC.

http://www.saharconsulting.com

(818)861 9434

Let’s connect on: 

Diversity: Bridging the Generational Gap: The Matures

First appeared on Technorati: 
http://technorati.com/lifestyle/article/bridging-the-generational-gap-the-matures/

Last week-end, we were invited to a 55th wedding anniversary dinner. The dialog that took place around the dinner table was amazing. The grandmother was angry at the grand daughter after leaving a voice mail that was never returned. The response from the Grand daughter was rolling her eyes, saying: Grand-Ma; voice mails are so yesterday, I never listen to my messages you should have Facebooked me.

The Grand-Mother response was: You kids are so spoiled, and have it so much easier.

This kind of conversation is not unique, it has been happening at family gatherings and frequently in the workplace.

This is the first time in American history that four different generations are mingling and intertwining in all aspects of our daily lives. They work side-by-side, bringing their own values, goals and communication approaches to the workplace; which can be a blessing or a curse.

The older generation is still contributing and working due to few reasons:

• Medical breakthroughs allowing a healthier and longer life.
• Today’s financial turn-moils, where most Americans have lost a considerable percentage of their savings, retirements and 401K.
• Unaffordable high costs of health care.

But before we go any further; let us discuss who are the four generations, their characteristics, their values and beliefs and most importantly what makes them tick.

Here are the different generations in our society, community and workplace:

1. The Matures/ Veterans/ Traditionalists: Born between 1927 and 1945; and are 65 to 83 years old.
2. The Baby Boomers: Born between 1946 and 1964; and are 46 to 64 years old.
3. The Generation X/ GEN X: Born between 1965 and 1975; and are 35 to 45 years old.
4. The Generation Y/ GEN Y/ or Millennials: Born between 1976 and early 80’s; and are 28 to 34 years old.

I remember reading this quote in an article written about generations, I really thought it summarized the perceived differences between the generations: “When asked to recall how and where Kennedy died, the Veterans and Baby Boomers would say gunshots in Dallas, Texas; Generation X remembers a plane crash near Martha’s Vineyard, Mass.; and Generation Y might say, “Kennedy who?”

To really understand what makes each generation characteristics, we need to dig deeper in the conditions and surrounding that influenced the world in which they grew up. Childhood experiences helped shape each generation’s future, and often held tightly to age-based values, thoughts, passions, and ideals

I will start by the world of the Matures. Who are also called Veterans or Traditionalists:

It is a generation that was born or grew up during the radio era (Radio babies), the great depression, World war 2, Hiroshima and Pearl Harbor; which all took a toll on their lives. They love their privacy, and have a problem sharing their inner thoughts.

• They are the smallest generation in numbers (55 M), the wealthiest and most likely to vote.

• Famous examples of the Mature generations: Ronald Reagan, Jimmy Carter, John Mc Cain, Martin Luther King, JR, Billy Graham, John Glenn, John Wayne, Charlton Heston, Elvis and Frank Sinatra. Bill Cosby

• Their music tastes varied between Frank Sinatra, Elvis, Ella Fitzgerald and Billie Holiday. They listened to the Radio, records; Juke boxes and read the Readers Digest.

• Workplace: Many of the Matures joined the work force either after the depression or after coming back from the war. They worked in companies that took care of its employees, so they were loyal and spent all their lives working for one single employer. Great work ethics and discipline at work. They worked by the book.

• Family: The man worked and the woman generally stayed home raising the kids. Family was kept separate from work. Traditional families.

• Leadership: Accepted Mc Gregor’s management style of Theory X (Up to down management style, autocratic), Command and control; as a norm. They rarely challenged authorities.

• Culture Ethos: Security, surviving, saving money, defending freedoms, high sense of duty to family, workplace and the country. Education was a dream.

• Communications: Formal, honoring the chain of command, through the proper channels as memos.

• Recognition and motivation: Personal acknowledgement and compensation for work well done is very important to them as well as showing respect and valuing their experiences and dedication.

• Technology: If it is not broken, don’t fix it

• As a customer: Have great faith in American products and brands (GM. P&G, Coke etc…) and the Government. As loyal customers, they expected durability and quality of the products. Pricing was important to them as they believed in saving and being thrifty.

I will be discussing the other generations in the following posts.

Diversity starts at home.

 

Sahar Andrade
Diversity Consultant – Social Media Strategist
Sahar Consulting, LLC.

http://www.saharconsulting.com

(818)861 9434

Let’s connect on: 

Diversity And Children Series – Part 1

Article first published as Diversity And Children Series – Part 1 on Technorati

This is a series of four posts. Part one is a general explanation of diversity in the classroom. Part two is the role of the parents in teaching their children diversity, part three the role of the school, and part four the role of the teachers.

Last week, I received an Email from one of my connections on LinkedIn, asking me this question: Should kids at school be encouraged to mix and mingle with children from different backgrounds or should they stay within the same race group? My first thought was: What a loaded question.

This is becoming an increased concern of parents that have children in schools, especially in public schools, due to the rapid change in demographics. More immigrants entered the United States in the last two decades than in any other time.

The American classrooms nowadays are filled with children with different degrees of English fluency, children born and raised in the US from immigrant parents, children born to parents from mixed backgrounds and cultures, Caucasian, African American children etc… That means that we have different degrees of cultural diversity presence not only in our daily lives but also in our schools. Different cultures have different ways of learning and interacting with society, and when these different cultures are all mixed into one classroom it makes the education process even more difficult.

To put it as simply as possible, from the children‘s point of view, it is all the other kids that are different from themselves, either because of skin colors, facial features, ways of dressing, foods and eating habits, or different languages. The natural reaction of the children is to be drawn to similar children that speak the same language, look and act the same, with same value system and set of customs they are used to.

It gives them a sense of security and comfort. But being typical children, their curiosity will get the best of them and they will start asking questions about the different children, and they will need guiding answers. The best part about children is that you don’t have to teach tolerance, most are born with a natural sense of justice and fairness, unless they are taught otherwise. All we have to do is nurture this natural love of people and get out of their way.

Diversity starts at home,

Sahar Andrade
Executive Director
Sahar Consulting 
http://www.saharconsulting.com

Let’s connect on: