Diversity, Equity, and Inclusion Leadership Tips: Changes Millennials Have Introduced So Far in the Workplace

Diversity can be leveraged in many ways. Leaders must be open to recognizing the differences and strengths of their people. When people are supported properly, organizations flourish. When there is high turnover and apathy, it is a good sign that people need to be lead differently.

 There is going to be a time when millennials completely take over the leadership roles from their Baby Boomer and Generation X predecessors. It is only likely that they will continue to introduce big changes in organizational cultures as they already have. Here are some changes millennials have so far brought and been consequently adopted in workplace all over the world. It should be noted that no person fits into any “box” perfectly. We are all different and unique. Here are some ideas to consider to help you leverage the diversity of what people have to offer:

 1.      Preference for more diversity and inclusion

 Millennials are the most diverse generation in the United States (and probably all over the world, too). Therefore it is only natural that they feel more enthusiastic about diversity issues in workplace of which they think have been handled rather poorly by all previous generations.

 Whether or not current leaders want to admit, a claim of being a “diverse company” everywhere sounds more like a distant hope rather than the result of objective self-evaluation. Millennials take the issue of diversity even further by setting up the groundwork for a workplace composed of employees not only from different races and ethnicities, but also with varying characteristics, religious beliefs, gender, sexual orientation, socioeconomic backgrounds, educational qualifications, and political inclinations as well. As Millennials take leadership roles, more organizations will become more multicultural.

 2.      Better utilization of automation

 Robotic technology has always been an issue, most prominently on the question whether (or when) artificial intelligence can finally replace human workers. Robots are more efficient in performing repetitive tasks for example in mass-production or assembly line. The previous generation mostly considers automation as big improvement on efficiency as the technology cuts production cost and eliminates errors almost entirely, because in fact it does.

 Millennials see the issue from a slightly different perspective. While they embrace and live with modern technologies probably since childhood, they understand the negative impact of artificial intelligence on human workforce or employment rate in general. They want better – yet not necessarily more – utilization of artificial intelligence. Ideas, creativity, and innovations are considered more important, and this is why leaders from this generation strive for the inclusion of employees from multiple cultural backgrounds.

 3.      Preparation for Generation Z

 Unlike Baby Boomers who seem to be a little bit surprised of how their successors embrace workplace culture, Millennials will do what’s necessary to welcome the next generation. In many cases, Generation Z is much better prepared.

 Millennials are raised by Baby Boomers and Generation X  in times when the country is somewhat in dreary political and economic conditions triggered by the 9-11 tragedy and Great Recession. Millennials are told that economic recovery would be slow and they probably wouldn’t enjoy the same quality of life as their parents did. In general, their expectations are quite low. On the contrary, Generation Z grew up in times of unprecedented economic growth, massive streak of job creations, and relative safety. They heard horror stories from older siblings, but the reality for Generation Z is mostly the exact opposite.

 However, Millennials have the advantage of being open-minded, and they embrace changes with willingness to learn. They know Generation Z grew up in preparation of good times along with anticipation of downturn, so they are ready either way. In terms of adaptability, both generations are on equal grounds, making the transition in the future feels less radical. Keep an open mind when leading people. Try to meet people where they are at and listen to what is needed from you as a leader. Supporting people can look very different to each person. Engage with employees in a way that allows you to understand what is important to them and do your best to be flexible. These actions will earn respect, trust and loyalty.

 Make good choices and have a great day! Only you get to choose how you feel about it!

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Dr. Paul Gerhardt is a skilled leadership and diversity trainer who builds customized workshops online or at your workplace. He is a tenured professor of management. He is a diversity and leadership well-respected and trusted trainer who helps organizations get amazing returns on their training investment. Visit www.SupervisionEssentials.com for more great free articles and to learn more about leadership effectiveness. Dr. Gerhardt is the author of several publications available on Amazon.com, including Diversity at Work, The Diversity King; Leadership Lucy and the Leadership Handbook. Consider inviting Dr. Paul Gerhardt to do customized leadership or diversity training at your organization. Most organizations find that diversity and leadership training by the right trainer yields a significant instant return on investment. You can get your FREE COPY of the Leadership Handbook by clicking this link: http://bit.ly/LeadershipHandbook



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