Intergenerational Differences

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Introduction
Organisations are facing the challenges of intergenerational differences in the workforce and dealing with each and every different generation in the workplace environment. Intergenerational differences has create different opinion around it as some might think that it should be avoid while some might think it should be kept in their business as it would offer more diverse idea upon the table. However intergenerational workforce would also mean that there would be differences on preferred approach by every single generation which could spend a lot of resources of the business and backfiring their efficiency. Facing the trends on the more diverse workforce, this report would discuss the challenges on intergenerational workforce …show more content…
The first categories are employee with families, which holding responsibilities to their families and prioritising their family a lot. Followed by older workers that might come with or without responsibilities, people with disabilities that need a further care to deal with, and younger aged group worker which would likely to be new to the working environment. The last and unique workforce category are from indigenous or minority group which might bring diversity to the workforce but also rising the potential of creating a conflict within fellow …show more content…
Our people have the opportunity to learn and progress with us, regardless of gender, age, ethnicity, cultural background, disability, religion and sexual orientation and professional background (Anz.com, 2015).
Started in 2013, ANZ supported by the divisional and country level councils and affinity network, the committee has decided to build the most diverse workforce as one of the priorities of bank throughout the coming years. To achieve these goals, some key elements are implemented such as:
- Educating & communicating with all line managers and employees to enable the existing policies and processes to be used consistently and correctly, with practical tools to help them balance organisational demands with employee priorities.
- Mindset & Behavior improvement by creating a program to addressing bias in all of the policies, processes, practices and systems, including Leadership Pathway and Talent programs, recruitment processes, reward and promotion
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