CIPD launches new guidance on generational differences

New research from the Chartered Institute of Personnel and Development explores many of the voguish generational differences that employers have to address when recruiting and retaining people.

Tapping into Talent: the Age Factor and Generational Issues warns employers "not to fall into the trap of giving people trendy new generation labels", arguing that factors such as age and gender are far more important.

However there are some generational differences that do carry weight.  The research highlights the fact that organisations need to become more inclusive in their employee offerings.  In particular, they should: 

●  offer more inclusive approaches to flexible working.  (The younger generations - X and Y - are less likely to regard flexible working as something specifically for women, while older people also have an interest in flexible working as an alternative to retirement.) 

●  give a clear commitment to diversity.  (Younger people are more likely to want to work for employers who attach importance to diversity - and to be put off from applying to those who don't!) 

●  enable the development of communication skills.  (Younger people, particularly those who entered the workforce after 1990, are more likely to be familiar with, and comfortable in using, emerging information and communication technologies than older generations.)

CIPD diversity adviser Dianah Worman says:  "While the business case for diversity is well made, the new evidence shows that employers must develop good practice to attract and retain a diverse workforce.  The more you inspect the diversity agenda, the more it is apparent that focusing on people as individuals and delivering fairness for everyone is vitally important to become an employer of choice.

"This research shows that, while labelling people is not the best way forward, employers need to stay alert to evolving employee expectations.  It underlines the need for government action to instigate the publication and communication of clear guidance to help employers meet their legal duties under the new equality bill, which aims to provide an enabling legal framework fit for the progress of diversity and inclusion in the future."