Ditching Generational Bias

And other adventures in HR

Ditching Generational Bias A other adventures in HR

Amanda Blackwood Jessica Kriegel

Managing Partners, OE Consulting Group

Four Generations in the workforce

• Born before 1945

• Currently over 72 years old

Traditionalists

• Born between 1945 – 1964

• Currently between 53 and 72 years old Baby Boomers

• Born between 1965 – 1980

• Currently between 37 and 52 years old Generation X

• Born between 1981 – 2000

• Currently between 17 and 36 years old

Millennials (also Gen Y)

Numerous peer – reviewed studies show that Millennials like learning online less than

Baby Boomers

Neil Howe and William Strauss

Baby Boomers are the volunteer generation

Millennials are the volunteer generation

Statistically Gen X volunteers the most

Generation X thinks outside the box

Millennials think outside the box

Millennials yearn for job security and want opportunities to advance within a single organization

Companies must cater to Millennials or face high levels of turnover

Stacy Campbell

Jean Twenge

Generational differences in

psychological traits and their impact on

the workplace

Generational Differences

1. Every generation has more self-esteem than the last

2. Every generation has less need for social approval than the last

3. Every generation is becoming increasingly external in their locus of control beliefs

4. Every generation is getting more anxious

5. …and more depressed

(Twenge & Campbell, 2008)

Numerous peer – reviewed studies show that Millennials like learning online less than

Baby Boomers

Numerous other peer – reviewed studies show that Millennials like learning online more than

Baby Boomers

My peer – reviewed study shows that preference for online

learning and generation have NO CORRELATION

Why do we stereotype? Ambiguity Uncertainty is a threat that triggers an alert response

Predictability The less ambiguity, the greater the reward sensation

Dr. David Rock - Neuroleadership

I’m going to feel bad, have low self-esteem, be upset for the rest of the day, and eat a lot of ice cream. I failed at this presentation! I conclude that you are unengaged because you disagree with what I’m saying. I assume that the group is unengaged. I know that lack of participation can sometimes mean lack of engagement. I notice that many have been silent. I’ve been presenting to you for a while now. I’ve been seeing your faces and hearing your reflections.

Our beliefs affect what data we select next time

7. 6. Millennials operate differently than other generations 5. Millennials don’t know how to be appropriate at work. 4. I assume that a lot of Millennials dress inappropriately at work 3. That dress code is not appropriate in the work place 2. I notice a woman wearing a short skirt and high heels in the elevator 1. There are more millennials in the workplace these days

Our beliefs affect what data we select next time

So … who cares?

Unconscious Bias:

Mental shortcuts based on social norms and stereotypes. Don’t even realize that you doing it.

Exhibit A: My kids

“You want the Girl Toy or the Boy Toy?”

How is unconscious bias affecting your workplace?

Recruitment Hiring Development Retention

Common types of bias

Perception Bias:

Forming an opinion based on a stereotype or assumptions which make it impossible to see things objectively.

Common types of bias

Affinity Bias: Connect quickly with folks that look, think, dress, or act like you

Common types of bias

The Halo Bias:

Everything about them is good because I like them.

GOALS then ROLES

Common types of bias

Confirmation Bias:

We take small bits of data to confirm our pre-conceived theory.

What can you do about it?

https://implicit.harvard.edu/implicit/takeatest.html

Take the Implicit Association Test

LOSE THE LABELS

• Especially when marketing!

TRAIN ON IT

• Evaluate your collateral

• Initiate an internal campaign

CHECK YOUR BIAS

• Ask yourself if your thinking is influenced by your bias?

CRITICAL THINKING

• Think critically about “expert” information.

GATHER DATA

• Get to know your employee population

COMMUNICATE

• Get personal with your colleagues – see beyond the stereotype.

WATCH YOUR LANGUAGE

• There’s a fine line between statistics and stereotypes

What can you do about it?