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Is your workforce multi-generational enough?

​Have you ever thought about the benefits of having a multi-generational workforce? Dismantling ageism is an often-overlooked facet of diversity and inclusion. But accountants of every age have their own strengths to offer; if you don’t have a good mix of ages in your firm, you’re missing out on a vital advantage. Baby BoomersThis generation was born between 1946 and 1964. The oldest members are past the traditional retirement age, but under the Equality Act of 2010, age is a protected characteristic, and older people who still want to work can’t legally be forced to retire. While no two accountants are the same, boomer accountants tend to bring the following positive qualities to the table:●     Exceptional work ethic●     Competitive●     Democratic●     Great team players●     Tell it like it is–and want you to do the same Generation XBorn between 1965 and 1981, this generation is likely to form much of your senior leadership team, so their personality traits are probably echoed in the culture and values of your firm. Gen X accountants tend to be:●     Entrepreneurial●     Self-reliant●     Efficient●     Empathetic and emotionally intelligent●     Like informal but informative communication Millennials/Gen YBorn between 1982 and 1994, these accountants are now starting to move up into senior leadership and have brought a gale of fresh air into the workplace. They tend to be:●     Great multi-taskers●     Creative●     Enthusiastic●     Ambitious●     Open and receptive to feedbackHaving grown up during the digital revolution, they’re innovators who believe anything’s possible. Gen Z/ZoomersBorn between 1995 and 2012, these digital natives are just entering the world of work, and are very different from millennials. They tend to be:●     Pragmatic●     Full of initiative●     Brilliant collaborators●     Not bound by traditional ways of workingCombining the powers of these four generations will give you a diverse, effective and profitable workforce. How many are represented in your organisation?

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Have you ever thought about the benefits of having a multi-generational workforce?

Dismantling ageism is an often-overlooked facet of diversity and inclusion. But accountants of every age have their own strengths to offer; if you don’t have a good mix of ages in your firm, you’re missing out on a vital advantage.

 

Baby Boomers

This generation was born between 1946 and 1964. The oldest members are past the traditional retirement age, but under the Equality Act of 2010, age is a protected characteristic, and older people who still want to work can’t legally be forced to retire. While no two accountants are the same, boomer accountants tend to bring the following positive qualities to the table:

     Exceptional work ethic

     Competitive

     Democratic

     Great team players

     Tell it like it is–and want you to do the same

 

Generation X

Born between 1965 and 1981, this generation is likely to form much of your senior leadership team, so their personality traits are probably echoed in the culture and values of your firm. Gen X accountants tend to be:

     Entrepreneurial

     Self-reliant

     Efficient

     Empathetic and emotionally intelligent

     Like informal but informative communication

 

Millennials/Gen Y

Born between 1982 and 1994, these accountants are now starting to move up into senior leadership and have brought a gale of fresh air into the workplace. They tend to be:

     Great multi-taskers

     Creative

     Enthusiastic

     Ambitious

     Open and receptive to feedback

Having grown up during the digital revolution, they’re innovators who believe anything’s possible.

 

Gen Z/Zoomers

Born between 1995 and 2012, these digital natives are just entering the world of work, and are very different from millennials. They tend to be:

     Pragmatic

     Full of initiative

     Brilliant collaborators

     Not bound by traditional ways of working

Combining the powers of these four generations will give you a diverse, effective and profitable workforce. How many are represented in your organisation?

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