Increasing age diversity in the workplace can be a bane in terms of communication across generations and differences in cultural and social preferences. Employee turnover is another point of concern with which organizations with aging employees must contend. However, having a large work force with increasing age diversity also has many benefits that are often overlooked. Age diversity in the workplace provides a larger spectrum of knowledge, values, and preferences.
Advantages and disadvantages of age diversity at work.
For example the older employees will fall back on their experience while the younger employees will fall back on their academic skills, thus forming a classic mix of skills and abilities. In short, a large age diversity in the workplace can be both beneficial and a bane to the organization. However, the benefits will only increase to a point and then decrease, while the disadvantages of age diversity will continue to increase as a workforce becomes more and more diverse. Perhaps as a result of these limitations, it is commonly believed that age diversity among employees is a problem to be solved. Authors Backes-Gellner and Veen reveal some facts with valuable implications that run contrary to these common notions. They examine the benefits, costs, and consequences of age diversity in the workplace.
Diversity of age at work fosters a larger knowledge base.
The study determined that when the employees of an organization are largely diversified in age, naturally a larger knowledge base and varied experience is available. This in turn affects overall organizational performance granting a greater ability to deal with varying roles and tasks. While age diversity has a considerable positive effect on the productivity of an organization, this benefit only exists when the problem or task is not structured. If dynamic situations are possible there is more scope for various opinions to come together and innovate. When events are viewed by a diverse group of employees’, differing opinions and mental models come into play which can lead to ground-breaking solutions. In these cases, the costs of an age diverse workforce pays off many times over.
The paper has important implications, especially for countries with aging work forces like India and Russia. An aging work force can be used to great advantage, but only if organizations are open to working creatively. It is imperative that vast diversity in age among employees not be viewed as a problem solve, but rather be understood as a useful tool to achieving innovation and creative solutions. This kind of knowledge can also help you build a more successful diversity and inclusion strategy.