1.AUA Yorkshire and North East Conferen University of York
2013Age Diversity in the Workplace : Is there an art to managing
multiple generations with multiple work skills and styles? Jayne
Barker and Linda Hudson University of Sheffield The University of
Sheffield
2. Introductions Jayne Barker AUA Fellow and former AUA Council
memberDepartmental Manager/Professional Services Head Department of
Human Communication Sciences Faculty of Medicine, Dentistry &
Health University of Sheffield Linda Hudson AUA Branch Co-ordinator
Faculty Projects and Staff Development Officer Faculty of Medicine,
Dentistry and Health University of Sheffield The University of
Sheffield 3. Learning Aims Discuss trends in age-diversity across
the workforce Outline the benefits for institutions in effectively
harnessing an age-diverse workforce Debate impact of
similarities/differences across workforce generations Explore
methods of fully engaging the workforce through individual and team
development The University of Sheffield 4. 2013 Workforce
incorporates.. Traditionalists/Veterans Baby Boomers Generation X
Generation Y1920 1945 1945 - 1964 1965 - 1980 1981 2000(based on
Morris Masseys generational theory circa. 1970s)Conflict in
workplace dynamics? The University of Sheffield 5. Generations at
work The University of Sheffield 6. Society and work culture is
evolving ... By 2025*:2025 Generational Workforce ProjectionBaby
Boomers 40%Gen Y 40%Gen X 20 %Baby Boomers & Gen Y will make up
80% or more of workforce; Generation X will never have the majority
spot in the workplace (squeezed to just 20%) potential skills
vacuum in middle management & leadership? UK Population to rise
by around 9.6 million by 2037 (according to Office of National
Statistics) The University of Sheffield 7. Celebrate diversity and
source common ground for engagement: Different generations CAN
share values Harness experience (from a steady hand to an
innovator) Utilise the diversity of a team to breed reliability,
commitment and motivation Advocate flexibility/understanding in
terms of working practices (where contractual arrangements allow)
Gen X & Y with young siblings, boomers with elderly parents,
etc Recognise loyalty means something different across generations
Managers need development to keep on top of their game The
University of Sheffield 8. What do you think? Do you think customer
needs, interaction and work styles differ in different generations?
Do you think your colleagues/Institution understand how work is
done differently in different generations?GROUP DISCUSSION (20
minutes) Consider the handout on Generational stereotypes. 1. What
are the key issues of Age Diversity for your team/organisation? 2.
How does your institution engage its workforce? 3. What measures
would you put in place to improve individual and team
effectiveness? 4. What obstacles are in the way? Each group to
feedback for sharing ideas and good practice The University of
Sheffield 9. What is happening at The University of Sheffield
Leadership and career development at University level: The
Sheffield Professional: career pathways, secondments, networking,
personal development, focus groups, developing and embracing values
The Sheffield Leader (levels 1-4): impact groups to address
institutional issues, staff exchanges, access to resources New
management policies and toolkits Juice Wellbeing Work/life balance
(Equality & Diversity issues via Athena Swan) Apprenticeships
Investors in People The University of Sheffield 10. What is
happening in the Faculty of Medicine, Dentistry and Health
Leadership and career development at Faculty level: Establishment
of a Faculty training and development group GROW Programme
(Mentoring scheme for professional services expanded across 3
faculties) Creation of a Training Fund allowing access to external
learning and development events Dedicated away day Bite-size
workshops on key topics Special Interest Groups (SIGS):
Google/REF/excel/HR/technical/PGR & PGT Cross-Dept/Faculty Task
& Finish Groups The University of Sheffield 11. Faculty
Outcomes: 93 mentor/mentee applications to the GROW programme
2012/2013 150 delegates attended the annual learning and
development event entitled Working together: Create Excellence 45
applications received to the Faculty Training Fund 40 awards
totalling 11,253 activity included conference attendance, CIMA
certificate in business accounting, AAT accounting qualifications,
Open University modules and taught programmes The University of
Sheffield 12. Everyone benefits from age diversity in the workplace
Each generation brings: New ideas and thinking Attributes and
attitudes that have value Diverse skills and strengths Enhanced and
diverse networking opportunities Benefits of lifelong learning The
University of Sheffield 13. Summary There is no magic wand for
engaging the workforce! Successful institutions recognise the value
of individuals and exploit the diversity across workforce
generations to their advantage Organisations need to excite and
inspire the workforce with ongoing opportunities for development
and support to undertake that development - essential for
institutional success We should advocate more collaboration to
build experience across teams and offer development opportunities
for ALL individuals Support Managers with training in leadership
fundamentals to inspire others The workforce is our most valuable
resource! The University of Sheffield 14. Have we achieved our
Learning Aims? Discuss trends in age-diversity across the workforce
Outline the benefits for institutions in effectively harnessing an
age-diverse workforce Debate similarities/differences across
workforce generations Explore methods of fully engaging the
workforce through individual and team development The University of
Sheffield 15. Thank you for listening and for your contribution to
this session. Our contact details: Jayne Barker
[email protected] Hudson
[email protected] The University of Sheffield
