Increased diversity is a major evolving issue in culture. This is particularly with regards to sex, age and race:
- Since 1960, the civilian labor force over 16 years old has grown from about 70 million to 150 million or 111%. However, women in the work force grew from 23 million to about 71 million or over 200%. They now represent 46% of the labor force compared to 33% in 1960.
- Between 1980 and 2007, the number of workers over 45 years old increased from about 33 to 40%, and this trend will accelerate in the next 20 years.
- Since 1990, the white population has decreased from 80% to 75% and is also expected to continue to decline over the next several years.
In summary, in 1960, the labor force was dominated by 21-45 year old white males. Today, we have a much more diverse labor force by age, sex and race. That requires an entirely different structure of practices, strategies and culture. As a generalization, baby boomers are the largest population group, and have led changes in the society during the last 30 years. This group of managers is whiter, more male, worked their ways up in the organization, stayed in 1-3 companies and is more company- than profession-loyal.
In contrast, 25-40 year olds frequently view themselves as more entitled. They have more professional skills, which may not be understood or appreciated by their older managers. They are more diverse in terms of sex, race, social preferences etc. They expect significant raises and promotions in short time periods and will leave if they don’t get it. Finally, they are less willing to accept boring tasks, or work without understanding or reason.
These differences require dramatic adjustments. Differences in respect, reviews understanding etc. are all affected by these cultural differences. For example, older workers feel younger workers lack the experience necessary to succeed and may resent reporting to a younger manager. In contrast, younger managers may feel underutilized or appreciated because older managers don’t understand their professional skills particularly with respect to computers and the internet.
There are differences in other areas. Religious, age, motivation, regional, family and income differences are all having a dramatic impact on developing and managing the culture. For example, time off for various religious and national holidays becomes a problem in many organizations. On a less serious note, I noticed New York City closes on the first flake of snow while cities like Milwaukee never seem to close.
No matter what the differences, it’s important that you are aware of them and how they play into your organization and its needs.
