Now, ERGs focused on women, race and ethnicity, and the LGBTQ+ experience are the most common types of resource groups for employees, according to a 2011But openly acknowledging age diversity at work and making it the focus of an employee resources group is still rare and novel.
“Some employees avoid speaking about age in the workplace, as they don’t want people to think there’s something they can’t do because of their age,” Sutton said. “Unfortunately, by not speaking about age in the workplace, the needs of older employees go underreported. And consequently, unresolved.”“Nobody’s going to cancel you for being an ageist ... people get away with it,” she said. “We also have a culture where it’s not OK to say that you’re old.
Ettin, who helped launch the Inter-Generational Employee Network at Bank of America, said the idea began with her researching generational dynamics in 2010 and sending out an email survey to gauge whether employees would be interested in the topic.Ettin got a strong response. “It was baby boomers saying, ‘My new manager is the same age as my kid who’s living in my garage apartment.
Take it from Calandra Jarrell and Devan Kane, two Bank of America employees who started working together about a year and a half ago. Jarrell, the senior vice president of diversity and inclusion, is a Gen Xer and Kane, who works closely with Jarrell on her internal communications, is a millennial.Bank of America employees Calandra Jarrell and Devan Kane said their generational differences have helped them learn from each other.
It’s a reminder of how age can be a barrier between co-workers, but it doesn’t have to be. It can also be a way to gain a new work friend and ally.Ultimately, aging is a life experience that everyone carries with them to work.
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