One of the trends in modern organizations is the interaction of several generations as part of a single team. Age diversity in the team has a significant advantage, allowing a look at the product from the angle of different opinions. Thus, variety can provide many unexpected business benefits. However, age diversity is only one important aspect, as diversity includes age, gender, racial and ethnic origin, sexual orientation, physical and mental characteristics, and limitations. Evolving companies should be interested in attracting young and promising college graduates, who will bring diversity and improvement to the organization’s performance.
The main advantage of diversity is that it attracts young professionals to work in organizations. The main reason for this is that millennials are more ethnically diverse than other generations (Roberson et al., 2017). Young people are also more open to change, have better training, and are more motivated to bring new ideas. The main advantage of diversity is that it attracts young professionals to work in organizations. These professionals are more ethnically diverse than other generations of workers. They are also more open to change and have better training and are more motivated to bring new ideas to the company. When interacting with representatives of other ages, young professionals try to persuade their opinion more strongly, bringing more convincing evidence and facts in their favor (Brown, 2017). However, at the same time, young people are less likely to agree with other people’s opinions, which is due to their subconscious distrust of others like them.
Diversity in organizations is a policy of including people of different national groups, ages, and people with disabilities in business. In general, it is aimed at making the business as diverse as possible. The main goal of diversity is to gather the most effective combinations of strong professionals at the expense of different people in the team. It is necessary to realize that the use of such a policy is a voluminous, complex, and lengthy process, which must be approached with full responsibility.
Reference
Roberson, Q., Ryan, A. M., & Ragins, B. R. (2017). The evolution and future of diversity at work. Journal of Applied Psychology, 102(3), 483.
Brown, Jennifer. (2017). Inclusion: Diversity, the new workplace & the will to change. Publish Your Purpose Press.