Boomers, Millennials, Gen Z: how to create an inclusive environment for all generations in the company

For decades we have seen the new generations arrive in all professional contexts, each with their own beliefs, attitudes and worldviews: never before, however, have the differences - also due to socio-economic reasons - seemed so irreconcilable as in the coexistence of the so-called 'Boomers', 'Millennials' and 'Gen Z'. The growing weight of the younger generations in the world of work and in managerial roles, and the demographic crisis that is progressively extending the working life of older workers, is forcing companies to find the best way for them to coexist and collaborate successfully in the workplace.

Firstly, it is necessary to get rid of age-related preconceptions: it is not true that Boomers are averse to change, nor that Millennials are unconditionally in love with technology; still less, that Generation Z is inseparable from social media. Both companies and colleagues in the workplace can benefit from each generation's wealth of skills and experience. Eliminating prejudices means helping each generation to grow professionally.

For example, we risk losing a huge talent pool by ignoring the over-50s and their decades of experience behind them: according to the Chartered Management Institute, only 42% would consider hiring senior people. In an increasingly digitised world of work, these workers need training and updating on the latest technologies, and one solution can be to encourage 'reverse mentoring', pairing them with younger, more digitally savvy colleagues. This creates a virtuous exchange in which the former improve their digital skills and transfer their experience to the younger ones, while the latter train leadership and coordination skills. As a consequence of this approach, the deconstruction of the stereotype must also proceed from the opposite side, recognising that a CEO can be 20 years old and enjoy the same level of authority as a 50-year-old CEO.

Flexibility has become one of the main goals of workers. The possibility of working from home and part-time hours are also appreciated by senior employees, but it is above all people belonging to Generation Z who demand a right balance between work time and free time. Flexibility is now a fundamental and non-negotiable requirement when looking for a job. In fact, according to a Slack OpinionWay survey, 86% of young people want more flexibility in their daily tasks; Millennials and Gen Z value remote work and flexible hours in equal measure, while their more experienced colleagues are mainly looking for a safe working environment. Younger people also believe that the company where they work should actively promote the mental health and professional well-being of employees, as well as creating an inclusive working environment and opportunities for social cohesion and conviviality.

The challenge in building a workplace capable of meeting these needs is to find the right balance between working remotely, with its benefits for the work-life balance, and working in the office, which on the other hand creates more opportunities for bonding with colleagues, fostering collaboration and involvement between people of different generations and thus strengthening the corporate culture. In short, companies must offer flexibility where it is needed (safeguards for parents, caregivers or those who have to manage delicate personal situations, such as an illness), and take into account every specificity (including people with disabilities or neurodivergences).