Today’s workforce is more complex than ever before as aging populations and an economic crisis have resulted in a labour market where five generations coexist. This multigenerational workforce gives rise to unique challenges for organizations in understanding and addressing disparities in values, needs, and expectations, and in creating advancement opportunities for young professionals while recognizing and including older workers.
Research conducted by the World Economic Forum, AARP and OECD found that 83% of global executives agree that multigenerational workforces are key to business growth and success, and 80% of organizations employ a multigenerational workforce. However, 53% do not include age in their diversity and inclusion policy and 58% do not provide training or support related to managing a multigenerational workforce. Furthermore, Deloitte’s 2021 Global Human Capital Trends reported that only 6% of survey respondents strongly agree that their leaders are equipped to effectively lead a multigenerational workforce.
The challenges of a multigenerational workforce, exacerbated by the changes COVID-19 forced on or brought about in the world of work as organizations transformed operational models, make it difficult for many organizations, employees, and job seekers to navigate and succeed in this new complex workforce demographic.
We encourage you to check out the organizations listed above and watch the recording of the session to form your own opinion on what stands out for you.
Here is our summary of key takeaways from the session:
1. What comes to mind when you think about ‘building future ready communities’?
2. What is the most memorable “success story” or “lesson learned” you’ve experienced when you think about how your organization/group has contributed to ‘building future ready communities’?
3. In your view, what do you see as the primary role that each of us has to play in building future ready communities?
4. What is a quick-hit or practical tip for employers on how to create and engage a multi-generational workforce of their own?
5. What would be your biggest piece of advice to talent in Canada trying to start and/or advance their careers and navigate the future of work?
6. (Audience Question) How are organizations preparing to accept and retrain an influx of older persons in the workplace given that Canada has an aging population?
7. What are some resources, books, Ted Talks, or podcasts, that have been instrumental in shaping your view on the future of work?
A key theme that stood out in our panelist discussion was the importance of life-long learning and understanding your demographic. We sometimes forget that it’s not a “one size fits all”. Employees want to be engaged and we need to create a space where everyone can voice their perspectives and needs.
It is important to be proactive and adaptive, and think outside the box to identify ways that we can build and learn from a multigenerational workforce. We need to remember that everyone has a role to play and has lived experience that brings value to the table.
Guiding discussion questions:
About the panelists:
Siju Ewhubare, President & CEO, Crown Mentorship Foundation
Siju Ewhubare is a Human Resource Professional in the city of Calgary, Alberta. With over thirteen years of Human Resource experience and a passion for helping people succeed, she has professional designations as a Chartered Professional in Human Resources (CPHR), as well as a Senior Certified Professional with the Society for Human Resources Management (SHRM-SCP). She also has a Bachelor of Management Degree with a Major in Human Resources and a Minor in Labour Relations.
She is currently a People and Culture Manager with EllisDon Corporation, is a co-founder of Crown Mentorship Foundation as well as a founding member of ABEEL Foundation. She is a strategic planner, consulting and coaching all levels of management on various aspects of human resources and people development. She is passionate about mentorship and career growth, having worked closely with executive management and business leaders, she is not afraid to challenge anyone to do and be better.
Crown Mentorship Foundation
Crown Mentorship Foundation’s goal is to provide formal mentorship programs connecting Black professionals to industry experts. These mentorship programs facilitate the learners’ development of strong industry-specific skills reinforced with real-world experience, making them better prepared to launch into the workforce with meaningful, relevant knowledge. Crown Mentorship Foundation’s partnership with organizations in various industries will promote the overall growth of Black professionals in their respective industries.
Rhonda Taylor, CEO, Career Trek
Currently working as the CEO of Career Trek, a Manitoba-based not-for-profit organization that provides career education programming to children and youth who face barriers to education and employment, Rhonda has spent the bulk of her career working in the not-for-profit sector in the areas of literacy, food security and now career development. In addition to her work in these areas, Rhonda also took on roles with the MITT (Manitoba Institute of Trades and Technology) working to advance commitments made by the institution in the space of truth and reconciliation as well as managing MITT’s YouthBuild program. A program designed specifically for Indigenous youth between the ages of 18 and 35 who were working to complete their Grade 12 or get their Introduction to Construction Certificate.
Prior to the end of the mandate for the National Inquiry into Missing and Murdered Indigenous Women, Girls and Two-Spirit Peoples, Rhonda worked as a Special Advisor to support communities as they planned to host closing ceremonies to honour the lives of missing and murdered Indigenous Women, Girls and Two-Spirit Peoples from their communities. In her spare time, Rhonda sits as a volunteer on the Planning & Social Media Committees for Ka Ni Kanichihk’s Keeping the Fires Burning annual Gathering. The Gathering is a time to celebrate the contributions of Elders and Knowledge Keepers who work tirelessly to retain languages, to pass along knowledge, traditions and lead ceremonies. She is a Board and Planning Committee member with New Directions and she sits as a member of the Province of Manitoba’s Task Force for Poverty and Education and is the Chair for the Task Force’s Food Security Sub-Committee.
Regardless of the work Rhonda is involved in it is guided by the desire and need to ensure there are higher degrees of equity, inclusion and belonging for people who are impacted by colonization, oppression and racism and she is committed to doing the work necessary to understand Canada’s true history in an effort to move along the path of reconciliation. When not doing these things you can find Rhonda on a hiking trail, in her kayak, on her porch with a book and a cup of tea or soon to be on the water on her newly purchased paddle board. Rhonda is a mom to a 15-year old daughter and 4 fur babies and has been married for 21 years.
Career Trek works collaboratively to remove barriers to education, employment, and life-long learning opportunities through hands-on career exploration, mentorship, and workshops. Career Trek is a registered charity that helps young people discover the importance of education and career development. Career-oriented programming, complete with hands-on activities, ignites participants’ passion for learning. Career Trek inspires young people to recognize their own potential.
Career Trek’s unique learning model guides Manitoba’s young people through increasingly more challenging education and career development learning. Participants thrive in a non-judgmental environment. They become engaged and invested in themselves and their communities. With Career Trek, the path to career success becomes clear and well-marked. Participants leave the program empowered by knowledge and experience. They can make important decisions about the future.
Education and career development drive Manitoba’s workforce and economy. Career Trek works with local communities across the province to identify training needs and career opportunities for young people. When Manitoba’s young people are inspired to pursue career and educational paths, Manitoba’s communities are strong and resilient.
Tanya Lush, Director of Workforce Development, Centre for Ocean Ventures & Entrepreneurship (COVE)
Tanya Lush is a graduate of Acadia University (Psychology) and holds a Master of Education, Educational Psychology with a specialization in Occupational Psychology from Mount Saint Vincent University and a Graduate Diploma in Adult Education form the Nova Scotia Community College. Tanya has spent 15 years of her 25-year career living and working internationally. She returned home in 2019 and resumed her current position at COVE in March 2021.
As the Director of Workforce Development at COVE in Dartmouth NS(Centre for Ocean Venture and Entrepreneurship) the programming and projects she leads, delivers innovative and engaging talent development opportunities that span the entire scope of ocean career literacy, competencies/skill set acquisition and overall talent development for the ocean sector in Atlantic Canada with plans to scale COVE’s workforce programming nationally in 2022 and beyond. Her work focuses on building a continuum of talent pipeline for the Sustainable Blue Economy (SBE) that engages with all ages and stages of the career development cycle.
Centre for Ocean Ventures & Entrepreneurship (COVE)
COVE is where ideas become solutions, technologies become ventures and opportunities become careers. We connect people, ideas, resources and assets to propel solutions and sustainable growth for Canada’s ocean sector.
COVE provides strategic network-building opportunities, connections, and thought leadership amongst the global ocean tech community and runs programs to foster the development of the workforce, the acceleration of ocean tech product releases, and the success of new ventures by start-ups, scaleups and SMEs. These programs and COVE’s ability to nationally harness multi-disciplinary skills and capabilities within the marine ecosystem is an enabler in solving industry challenges, generating economic benefits, and providing value to investors.