Embracing Workplace Diversity: The Key to Creating Engaging Environments
Accepting diversity in the workplace is a critical step toward creating more inclusive and engaging environments. Diversity, Equity, and Inclusion (DEI) is not just a trend but an essential philosophy, based on the recognition that we are all different and deserve equal treatment and inclusion.
It applies to all of us collectively and each of us individually. Therefore, it’s in everyone’s interest for employers to take DEI seriously.
Workplace equity involves various aspects, such as age, gender, culture, ethnicity, religion, and increasingly, neurodiversity. A good example to understand what diversity entails is generational diversity, as it affects each of us. Each of us belongs to a different age group and encounters stereotypes and opinions about our generation. Yet, we all have the right to expect fair treatment.
Age as a DEI Challenge – Generational Diversity
One of the most visible examples of diversity in the workplace is generational diversity. According to the 2024 report by agency 4P, in Poland, over 60% of respondents claim that age discrimination is a real issue.
Experts estimate that candidates over 50 take on average six months longer to find a job than younger applicants.* These are real challenges faced by many, whether ourselves or our loved ones. Today, both younger and older individuals feel discriminated against – as employees, candidates, and even as customers.
Reality in the Job Market: Which Generations Feel Discriminated Against?
Age discrimination affects not only older workers but also younger ones, both as candidates and customers.
The 2024 4P** report, presented at the Senior Economy Congress, revealed surprising data showing that younger generations feel twice as likely to be discriminated against as the Baby Boomers generation. These findings align with research conducted in the USA by Chip Espinoza and Mick Ukleja (as outlined in their book “Managing Millennials”).
Employer Branding Shouldn’t Favor Just One Generation
Organizations looking to appeal to different age groups should begin by including various generations in their marketing and recruitment processes. No one wants to see job ads directed solely at “young, dynamic teams” anymore. Younger generations are speaking up louder than ever, expressing their desire to work in companies that respect all generations and foster diverse environments. Gen Z, in particular, being more socially conscious, is quick to notice generational inequalities in recruitment.
We want to see diversity in employer branding. A good example is BASF’s recruitment campaign, which features employees of different ages. Unfortunately, such campaigns remain scarce in the market. At industry conferences, I often refer to companies like Vodafone, IKEA, PMI, and Lidl, which have been breaking generational stereotypes in recruitment. Yet, these examples are still too few, and it’s rare to see companies that genuinely leverage the potential of their diverse workforce. Instead, promotional materials still often feature young, dynamic teams, even though 38% of our society is over 50.
(If you know of any employer branding examples aimed at different generations, let me know so I can write about them – good practices deserve promotion. 😉)
Stereotypes and Misconceptions About Generations
Companies that aim to be open to different age groups must reflect this in their marketing strategies and recruitment processes. But how does this look in practice? In recent years, there’s been a significant focus on younger generations. Millennials were often criticized – labeled as entitled and lazy – yet employers recruited them heavily, creating special offers to attract young talent. As a result, many development programs are focused on younger employees, leaving long-serving staff feeling excluded.
There’s still a prevailing belief in the market that younger workers are cheaper, faster, and easier to let go. It’s not uncommon to hear employers say: “Let’s find a young person, get them to do the project, and then we’ll see.” As if younger candidates didn’t expect to be treated as equal partners or taken seriously.
Today, there’s negative talk about Gen Z (born 1996/2000 – 2010/2012), with expectations that young candidates should simply adapt to the market’s existing conditions. Fortunately for them – and for us – the work environment is changing, allowing new generations to bring fresh perspectives. (Read more about generational changes at work here.)
On the other hand, stereotypes about the 50+ generation often revolve around issues with modern technology, financial expectations, and a lack of willingness to develop. These misconceptions are unfair and harmful to candidates, and for companies, sticking to such beliefs means they’ll soon face staffing problems (since none of us are getting any younger).
Organizational Culture and Its Impact on the Team
Generational inequality has repercussions throughout the organization. If a company tolerates discrimination, such as offering development programs only for younger employees, morale will inevitably suffer, not just among older staff but company-wide.
However, companies that build relationships with employees and candidates (and even clients) based on equality and respect for diversity will benefit from a larger talent pool, resulting in shorter and less expensive recruitment processes. They’ll also have more loyal and engaged employees, leading to lower turnover costs and potentially higher productivity, as well as a broader base of loyal customers.
Among the initiatives that contribute to building an inclusive organizational culture are reverse mentoring, forming diverse project teams, cross-skilling and reskilling, and even returnship programs, where internships and placements are offered to those from older generations, not just Gen Z.
So Why Do We Focus on DEI?
We can say that we do it for people, for ourselves, but it’s also clear that we do it for financial gain. In the end, such an approach benefits everyone.
DEI and Non-Financial Reporting (ESG)
On the horizon, non-financial reporting in line with ESG standards is gaining prominence. Companies are expected to report on whether they have policies on equal treatment and provide information on gender pay gaps. These reports will be accessible to all, and candidates will be able to verify if a company is practicing what it preaches in its DEI communications.
What Does DEI Mean in Practice?
Among the actions taken by companies striving to create an inclusive work environment are the implementation of policies. However, simply stating that everyone is treated equally is not enough unless backed by educational efforts, procedural changes, and a shift in organizational culture and leadership models.
It involves practical steps such as adapting workplaces to meet the needs of people with disabilities, conducting recruitment through diverse panels, or involving employees in key company decisions. Introducing flexible work arrangements, allowing children at the office – the scale of actions is in itself diverse. Employers should choose initiatives aligned with the company’s philosophy and values, while also fostering employee engagement and recognition. There’s no one-size-fits-all solution.
At the end of the day, if we want to do DEI well, anti-discrimination training alone won’t suffice. But it’s a very good and necessary start. Sustainable change requires more – authentic commitment from each of us.
- PIE Report “Ageism in Poland – Summary of Experimental Field Research”
** 4P Agency Report presented at the Senior Economy Congress