Generational diversity refers to the differences in values, attitudes and behaviours that exist among
people from different generations in the workplace. By embracing generational diversity,
organisations can benefit from a broader range of ideas and solutions, leading to more innovation
and creativity.
Gleneagles Hospital Hong Kong and IHH India are launching generational diversity initiatives with the
goal of enhancing patient-centric innovation, building a healthy talent pipeline and overcoming
age-based discrimination.
Gleneagles Hospital Hong Kong has pivoted its recruitment strategy to focus more on fresh graduates
and nurses. This is for multiple reasons: to meet the nursing shortage, to groom future nursing
leaders and fresh talent from within, and to enhance the current generational diversity mix.
IHH India conducted a study on intergenerational workforce in 2022 to understand differences among
different generations at its workplaces and to develop an action plan to create greater
multigenerational inclusion.
| Veterans | - Born: 1920-1945
- Unsure and wary
- Very rarely in active employment today
|
| Free-Gen | - Born: 1945-1960
- Believes in the concept of lifetime employment
- Accounts for 20% of today’s workforce
|
| Gen X | - Born: 1961-1970
- Believes in the power of change
- Accounts for about 25% of the workforce
|
| E-Gen | - Born: 1971-1980
- Confident India’s cohort
- Constitutes 29% of the workforce in India today
|
| Gen Y | - Born: 1981-1990
- Feels less guilt in being an aggressive consumer
- Constitutes about 26% of workforce
|
Source: Generational Diversity in the Indian Workforce: An Exploratory Study
The results of this study prompted IHH India to take the following actions:
- to create an inclusive work environment that appreciates differences and acknowledges
interdependencies
- to educate its employees on working with different generational cohorts
- to retain high-potential talents through extension of contracts for older employees
- to consciously overcome age-based discrimination (in selection, retention and career movements)
- to upskill its older employees
- to modify its work profiles based on age and skillsets
- to design its processes and policies with a multi-generational workforce in mind
