Turkish women post smiling selfies after deputy PM Bulent Arinc says they should ‘not laugh in public’


Originally posted on National Post | News:

Defiant Turkish women are flooding social media with photos of themselves smiling and laughing to protest “outrageous” comments made by their deputy prime minister.

Bulent Arinc touched off a deluge of smiling selfies when he said women should not laugh out loud in public during a speech about “moral corruption” at a Eid al-Fitr holiday gathering Monday.

“[The woman] will know what is haram and not haram,” Arinc said according to Turkey’s Hurriyet Daily News. “She will not laugh in public. She will not be inviting in her attitudes and will protect her chasteness.”

In the past two days, thousands of women from around the world have responded to Arinc’s statement by sharing cheerful photos of themselves under the Turkish hashtags kahkaha (laugh) and direnkahkaha (resist laugh).

“It was an extremely outrageous and conservative statement,” author Ece Temelkuran told the BBC. The political commentator was one of the first…

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Diversity Trainers Need To Be Real


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Evelina Silveira, President, Diversity at Work in London, Publisher the Inclusion Quarterly

Diversity trainers are just like any other people: they have biases. If we are true to the work, we recognize that we need to be constantly evolving as individuals and as trainers. The process involves examining our own biases and trying to understand and reduce/eliminate them; a process which can be very humbling and worthy of sharing with our trainees. Although it makes us vulnerable, we become genuine facilitators.

Preachy diversity trainers are a turn-off for me. In my 20 years in the field of race relations, and diversity I think the worst sessions I have ever attended by trainers were ones in which they tried to make their trainees feel bad about the attitudes that they had, as if that is supposed to help them change! With cries of “Don’t be racist” or “Don’t be sexist”, these types of trainers do a lot of talking, but rarely about themselves and about their own journey when it comes to diversity and inclusion. These scripted trainers don’t appear genuine to me, having created an environment where trainees feel vulnerable if they have dissenting views.

A dynamic diversity trainer will put themselves in the trainee’s shoes, recognizing that trainees might be scared and uncomfortable with working with or serving a group of people they never had to before. There is a lot on the line. Here is an opportunity to share your story and to be authentic. They want to hear from you that it wasn’t always so easy for you either, but that it can be done. And sometimes you may even come to enjoy working in a diverse environment.

Growing up in London, Ontario which has always been considered very WASPY, my experience with diversity was primarily living and going to school with different children of European decent. I attended a Catholic school and I was never exposed to religious debates.

As kids, when we wanted to see exotic looking (non-Whites), we would dash to the school library and take a peak at the National Geographic magazines and marvel and giggle at the differences we saw.

While this may seem insensitive, this was the reality of growing up in a city where most of the people look pretty much like me. My elementary school had one black family and there were no Asians or aboriginal people. In a sea of predominately Italian kids, I was the minority. Later on, when I went to university, I met a Jew for the first time and he did not have a beard or a black hat! I also met a brilliant woman from the Chippewa reserve. That was a different experience hearing her perspective on the First Contact which was diametrically opposite to what I had learned in school.

It was a different kind of experience in which all of my beliefs were challenged for the first time and not always in the most polite way either. Sometimes it was uncomfortable, I soon came to value the ideas of others and gain friends that I would have never have made if I had not branched out into a secular school with students who had different backgrounds.

I reflect on these moments and share them with my trainees.

If we consider that many of our participants may feel uncomfortable asking certain questions that are integral to their work, then it is incumbent upon us to put them on the table and take chances. Anticipate the questions and address the elephant in the room. Again this means that you need to take risks as a trainer by presenting topics that your participants deal with on a daily basis but are afraid that they will be labelled by other trainees if they put those questions forward. Otherwise they may never ask them, and they leave the training feeling dissatisfied and maybe even cheated.

It means putting yourself out there and bringing in genuine examples and abandoning the political correctness. Your trainees will thank you for it and will be surprised that you took the chance – something many other trainers are not willing to do.

By sharing true stories of your experiences confronting bias and engaging trainees with real-life challenging and relevant examples, you will be on your way to creating a memorable, engaging and educational learning experience.

 

Individual Versus Group Rights: The Diversity Challenge


Evelina Silveira, President, Diversity at Work in London

 

Depending on where you work, speaking foreign languages on the job can open up a big can of worms.    While it is an individual’s human right to do so, it can create huge issues of mistrust and cliques which can ultimately lead to racism.  No where is this more pronounced than in the manufacturing sector which is often fuelled by immigrant labour.

 After completing a recent sensitivity training session with a worker who was accused of making insensitive remarks to a group of foreign language speakers in the lunch room, I realized how complex and divisive this topic can be.   The situation becomes intensified when the workers are fluent in English but choose to speak another language over breaks and in their lunch room.   

 When my parents came to Canada in the 1960’s they did not know English and there weren’t any supports for people like there are today.  But English language fluency is much higher these days than in the past for several reasons.  With stricter health and safety standards workers must be more fluent to understand the workplace hazards.   The Canadian government has a fluency standard for immigration and there are more free programs for New Canadians to access to learn English than ever before.

 Breaks are a time to relax.  When you are not completely fluent in English, speaking it during the day becomes very tiring.  It makes sense that you don’t want to continue to make the effort because you need to refuel for the rest of your shift.  But, what if you are fluent in English and choose to speak another language during your lunch hour or breaks?  Indeed you have the right to do so, but this does not always mean it is the best choice and without consequence?  

 In Canada we also have the right to ask for religious and cultural accommodations in the workplace.  But is it always the right thing to do?  You can argue that it is “your right” but sometimes our individual rights clash with what is good for the group.  What if your team has an important deadline to meet and you must leave early from work to accommodate a religious obligation and they really need your help?  Are you going to leave and hold them completely responsible for finishing the task?  This may be your right to do so, but how are your co-workers going to feel about you tomorrow?  It all depends.  For example, did you do whatever you possibly could in advance to help them with the project? Might you be available in case of an emergency? 

 A key component missing from the dialogue on exercising individual rights in the workplace is the impact that it can have on your co-workers.  Creating exclusive lunch rooms segregated by language and shrugging off workplace responsibilities because of cultural/religious obligations do not make a recipe for harmonious  interpersonal relationships.   

 When we exercise our individual rights in the workplace we must also consider the impact it may have on our fellow co-workers and do what we can to alleviate the burden for them.  

Quick and Easy Ideas for LGBT Workplace Inclusion


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Evelina Silveira, President, Diversity at Work in London Inc.  Author, Diversity and Inclusion on a Budget:  How to have a more engaged and innovative workforce with little or no dollars.

Pride Month is coming up and now is the time to take a look at what your organization is doing to create workplace inclusion for lesbian, gay, bi-sexual, and transgendered employees.  Even though I am a big supporter of LGBT inclusion in the workplace and in the community at large, sometimes I find myself stumped at what can we do in our organizations to advance the cause?  I figured that there were other people out there who likely feel how I do, but don’t know where to begin.  I did some research and I came up with a few ideas below that are really quite easy to do.  You don’t have to have a big budget, but you will see that these ideas will no doubt contribute to a more caring, engaged and productive workplace.

  • Don’t assume everyone is straight.
  • Remember to communicate a zero tolerance policy that inappropriate comments or jokes will not be allowed.
  • Keep in mind that LGBT employees often have children, spouses and partners. Show interest in their lives as well.
  • “Coming–out” is usually a risky thing to do in the workplace. When someone shares this with you, thank them for their trust in you and honour their need for privacy.
  • Convey verbally and in writing that professional development and promotional opportunities are solely based on merit.
  • When you are embarking on diversity and workplace inclusion training remember to include LGBT content.
  • Include any policies or benefits to LGBT employees on your website as you would for other groups. In the case of a global operation, it is important to let employees know how LGBT company practices and societal approaches abroad may be different if a transfer or travel is involved.
  • Don’t overlook LGBT causes when you are looking for outreach opportunities in your community. Considering the prevalence of bullying and higher levels of suicide among LGBT youth, these groups could use more resources.
  • Send out a Happy Pride Month message in your newsletter, intranet or other form of communication, just as you would with any other special month.
  • Ask employees if they have any ideas to improve LGBT inclusion in the workplace or marketing/customer service efforts to this population. These questions should be posed to your employees in general and not singling out LGBT in your organization.

 

If you would like more easy and low-cost ways to make your workplace more inclusive, consider purchasing our eBook, Diversity and Inclusion on a Budget  at http://www.yourdiversityatwork.com/ebook/ .

 

 

Tips for Avoiding Subconscious Bias In the Hiring Process


Evelina Silveira, President, Diversity at Work in London Inc.   Publisher, Inclusion Quarterly.

Let’s face it — we are human!  But when it comes to equitable hiring practices, our “humanness” can get in the way of hiring the best candidates.  There is a growing body of research that says that we are more likely to hire attractive people for certain jobs based on their appearance and not their qualifications.  Research shows that even small children think that people of colour are less trustworthy and not as friendly , and these biases continue on into adulthood and influence hiring practices.

The unfortunate reality is that the best people are often not chosen for a job because our subconscious bias gets in the way.

As a small business owner, I am conscious of this now more than ever.  I want to hire the best people, because if I don’t , I lose money and the reputation of my business.   Good people make me good as well. Business owners see and immediate connection with the bottom-line and are no doubt more likely to choose qualified people than looking for only “fit”.

It would be so easy if more people felt this way but they often don’t.   That’s why we need to build in processes to help reduce the occurrences of bias. When it comes to fair hiring practices, the key word is “structure”.  Structure allows for all members of the hiring committee to keep on track.  Problems arise when committee members “go off the script”.

Here are some tips to support the integrity of your hiring processes.

Check you biases at the door.  Remember the focus needs to be on skill rather than “fitting in”. If your goal is to hire “someone who will fit into the organizational culture” you will undoubtedly hire people who are the same as the rest and not necessarily the best employees.  Certain cultures and age groups and those with a diversity of thoughts and opinions, will be out of the running. Sometimes interviewers are afraid to hire the best because they fear losing their job to the candidate. But hiring the best people is a good indication of a progressive leadership team.

Map out your hiring process.  It is a good idea to use a flow chart or another kind of chart to identify who will be responsible for each stage in the process. Having a visual to work from will help you to see what links may need strengthening to increase the fairness of the process.  For example, one way to reduce beauty bias is to start with a preliminary online or standardized interview which removes the possibility of subjectivity.

Zoom in on the key competencies for the job, and structure the processes around it.  If your job posting requires an advanced level of technical skills in a particular area, be sure to have this tested within your screening process.

Involve multiple people in the interview process.  The screening committee should be made aware of fair hiring practices and be committed to getting the best candidate possible.

Ask the same questions of everyone.  Avoid asking extra questions of some and not of others.  You  give a candidate an unfair advantage.

Included a weighted scoring sheet.  Keep to the most important competencies and weigh them according to the job.  Relying on written responses alone is not enough.  This makes the process far too open to interpretation, bias and illegal hiring practices.  If your interview process is ever questioned by the candidate or authorities you can at least show that you had some structure in place.  Having a scoring sheet throughout the process:  recruitment, interviewing, and reference checking will cut down on the bias.  You owe it to the candidate and to the reputation of your organization to follow a structured system.

Focus on the key issues.  Can the candidate do the job? Based on their responses and prior work history, will they do the job?  If they have not done the job before, what qualities have they demonstrated in the interview process or skills have they obtained from other experiences that make the case that they can do the job.

Conduct reference checks.  Ensure that all candidates referees are asked the same questions.

Don’t forget empathy.  Looking for a job these days is harder than ever and there are so many people in need of one. Always keep in mind how you would like to be treated.  Think about how you would feel if someone less qualified got a job that should have been yours.

Challenging Our Stereotypes


Written by:  Evelina Silveira, President, Diversity at Work in London Inc,   Author of Diversity and Inclusion on a Budget

 

In our early childhood education, we are taught to classify, sort and separate.  We categorize by shape, colour, texture, and by things that we like and do not like.  This early training helps us to sort out large chunks of material into smaller pieces which are more easily understood.  While this system may work with objects, it can be problematic when it comes to trying to categorize people and placing them into labels or stereotypes. Each day we engage in this labelling process whether consciously or unconsciously.

 

 

 I was on the bus one morning travelling through some of the less than desirable parts of town.  A man in his mid-thirties got on the bus with what looked to be his 5 year old daughter.  He seemed a bit rough around the edges, heavily tattooed and on the messy side.  This tough man held a little pink brush in his right hand.  He sat his daughter on his lap and proceeded to brush her hair and make the neatest pig tails.  All the while she was smiling and kissing her father’s hand as he admiringly transformed his little daughter’s tangled hair into a tamed coiffure.

 

While I sat and admired the interaction in front of me, behind me were a couple who regularly attend a methadone clinic in the downtown core.   On the surface they would appear kind of scary.  Dishevelled appearance and missing teeth – people you might want to avoid. However, over the years I have seen this couple who live in government housing show generousity to others on the bus.  Lending others an ear, offering their poverty-stricken neighbours some of their own food.  That day they were engaged in a deep conversation about the upcoming election, and judging by their vocabulary they would have appeared to be well educated.

 

I get to the conference that I was supposed to attend and visit my associate.  After the conference she told me that a woman who was wearing a burka had approached her before her talk to tell her that a man at the conference has stolen the books that she had on display.  My friend who was about to start her talk did not have the time to do anything about it.  As it turns out the woman in the burka chased the man outside the school and demanded that he hand over what he had stolen.  At the end of the conference the woman in the burka handed over the text book to my friend.  

 

I was pleasantly surprised by each of these incidents that I witnessed in one day.  They were a gift to me.  I was challenged by common stereotypes that not only I have but that society has in general.  It is hard for us to imagine a tough looking guy feeling comfortable fixing his daughter’s hair in public.  We don’t expect people who have a problem with addictions and are poor may have a strong depth of political analysis.  And surely, with all of the images of passive women in burkas in the media we would not expect one to stand up to a man and demand stolen merchandise be returned.

 

Multilingualism: An Essential Ingredient of Culturally Competent Healthcare


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By: Evelina Silveira, President, Diversity at Work in London Inc, Publisher, the Inclusion Quarterly

Everyday occurrences and unprocessed feelings usually form the basis of my blogs. Today’s is no different. It is Tuesday, and I am still thinking about the elderly Italian woman I saw over the weekend in a long-term care facility and left wondering: Is there a better way to meet the needs of residents who do not speak English?

I don’t know Rosa (name changed to protect her identity) but I do know that she is Italian as I recognize some of the words she yells or her conversations to imaginary people. No one understands what she is saying and nurses and attendants just continue to speak to her in English, or they ignore her completely because they just don’t know how to communicate with her. Residents will refer to her as “the crazy one” or the “one who is always screaming”. I only know a few words in Italian, but I happened to recall the expression, Che bella ragazza. I decided to look directly at her and say these words to her, checking to see if there was a response. For a moment, she paused as she appeared to hear something familiar and I only had wished I could remember more. I had just referred to her as “a beautiful girl!”  Her face temporary lit up and my heart was warmed. If only, I could have a conversation with her, I thought.

I had to wonder, what was it like for her to be in a home where no one understands her. How frightening to become invisible and voiceless. What a disappointing way to end the remaining years of one’s life.

The need for multilingual staff and volunteers is extremely important in effective healthcare delivery. As more immigrants are entering these facilities, I believe that we could be at a crisis point if we do not do more to address this issue especially in long-term care. Even though the immigrant resident may be fluent in English, for reasons I don’t understand they will often resort back to their mother tongue especially as dementia sets in.

While it may be impossible to have staff who can speak all the languages the residents do, there should be more effort made to provide care to them in their own language.

Here are some recommendations for providing more multilingual services in long-term care.

Employee Recruitment . Research the demographics of your community and include foreign language competencies in job postings based on what you find and on your current service needs.

Libraries and Print Materials. Consider purchasing or asking for donations of multilingual books, periodicals and tapes that residents can enjoy. Add international media.

Foreign Language Training.  There are many low-cost and no-cost ways of learning another language. Conduct a Google search and you’ll find many that are free.

Create a Picture Dictionary With Basic Words and Salutations. These small gestures could go a long way with keeping the resident more stimulated in addition to increasing the competencies of the employees.

We are facing unprecedented changes in healthcare and creating more culturally competent organizations do not have to be costly. Using existing community resources and becoming more innovative in the recruitment, selection and retention of employees can go a long way with developing more inclusive services.

 

 

The Complicated Dynamic of Racism in Long Term Care


Holding Hands with Elderly Patient

 

By:  Evelina Silveira, President,   Diversity at Work in London Inc. and author of  Diversity and Inclusion on A Budget:  How to have a more engaged and innovative workforce for little or no dollars.

Go to almost any long term care facility in the London, Ontario area and the racial divide will be very visible when it comes to who is a  front-line worker versus a resident.  Race and ethnicity become very pronounced.  British name plaques sprinkled with a few Southern European ones grace the corridors of the residence.  These facilities are home to a largely female population, and the leadership is usually comprised of women of British origin.

When we look more closely however, we will see that visible minorities form a good part of the staff involved in direct service delivery.  In London, this means primarily Filipino, Sudanese, Ethiopian, Eritrean, Latin American and Eastern European women.  For the most part, the residents have had very little contact with these groups and are unfamiliar with them, and consequently   deep-rooted racism, prejudice and stereotypes are not uncommon.

We have to remember that the cultural and racial demographics did not change much until the mid 1980’s in London, Ontario.  These residents probably did not grow up, live alongside and work with people who looked different, sounded different and did things differently.   It should be expected that they may have feelings of discomfort when they are in such a vulnerable position when they have to rely on these workers for so much of their basic care and sense of safety.

However, this lack of comfort can lead to racism causing devastating consequences for these workers.  False accusations, physical assaults against the workers and racial slurs can all be hurled at the people who are entrusted to look after them.  Feeling powerless, and afraid to report any problems for fear of losing their job, many minority workers have to face the additional brunt of racism while they go about their jobs caring for our family members in low paying positions with little opportunity for advancement.

Administrators will note that while many residents may keep their racial intolerance to themselves, if they are struck with dementia their filter is often lost.  It means that racial minorities who work in dementia services will deal with the effects of racism to an even larger degree.  It is a very slippery slope as we cannot punish people with dementia for what they say, so what do we do?

There is very little in the research about what might be the best solutions to the problem of racism against direct care workers in senior residences.  It can be challenging because long term care is a resident’s home. To complicate matters, residents who are hard of hearing report real challenges understanding those who have heavy accents.  But can long term care facilities be doing more to embrace the diversity of their staff?  The answer is yes.  Here are a few suggestions, but we need more.

 1.   Advertise languages spoken at your long-term care facility. –  Use your website, boast about it in your pamphlets and create a welcome sign for your front lobby that is multi-lingual and showcases the languages spoken.

 2.  Have multicultural displays.  Work with families, residents and employees to showcase various cultures in your lobby.  You might want to designate a multicultural week where you could have display tables that residents and family members could preside.  This is a great way to let everyone know that your home respects and celebrates culture.  Don’t forget to include posters that show respect for diversity and inclusion.  Include a few new food choices.

 3.  Solicit ideas for new recreational activities.  Do you have a resident who enjoys working on a craft project that is unique to     their  country of origin?  Would they be interested in teaching others how to do it?  Your multicultural staff could provide insight into some foods, outings, music and crafts.  The possibilities are endless; all the while learning about one another can be fun.

4.  Intake Assessments.   It is important to let residents and family members know about respect policies that you may have regarding your employees.  Depending on the resident’s health condition they may or may not be able to adhere to them. Ensure that you include some culturally based questions about:  values, end-of life decisions, language spoken.

 5.  Onboarding for New Employees – Ensure that all employees are told about the supports that are available to them when it comes to any bullying, harassment and racism.  Racism can take a toll on a worker’s mental health and performance, and they need to know what it looks like and where they can report it without jeopardizing their job security.   The leadership needs to take reports of racism seriously and be prepared to create a work plan that can protect them that is respectful to the worker and the resident’s rights.

6.  Take a Team Approach.  While little can be done to change the behaviour of elderly residents, a lot can be done to create a supportive team environment for the person who is experiencing the racism, reducing some of the negative effects.  Workers may be assigned to work in pairs to deal with difficult residents or be removed from dealing with the problematic client altogether.  Communication is the key.  Remember to involve the worker in the plan.   Leaders should also take a proactive approach to speak with the resident if they are coherent and finding out what their concerns are.  The resident may have some legitimate concerns that may be wrongfully dismissed as racism.  However, if racism is the issue this is an opportunity for the leaders to demonstrate to the resident that the worker is qualified to do the job just as the rest and should be treated with the same respect.  This is an important action the leader must take to demonstrate to the worker that their concerns are treated seriously and that while he/she may not have the confidence of the resident their boss believes in them.

If your organization has faced similar situations, please leave us your comments about what worked.

 

 

 

 

 

 

 

 

 

 

Planning Inclusive Meetings and Special Events


ImageEvelina Silveira, President, Diversity At Work in London Inc.  Publisher of the Inclusion Quarterly

Recently, I was perusing a business magazine that had a section dedicated to meeting planning. It was written by a professional in the field yet I could have sworn that the article was at least 20 years old. There was no attention to the new realities of planning business
meetings that host a wide range of guests from different cultures, religions and abilities. It was the same old same old. Someone reading this article may have thought that they had all of the information they needed to make their next event a success — but they didn’t.

No doubt, the business world is more complicated these days. It can be very intimidating, especially if you feel forced into thinking outside the box for the first time.

Don’t fret. Guess what? A lot of the ideas won’t cost you much or nothing at all, but they really make a world of difference when it comes to making your staff, co-workers and guests more comfortable with participating. Before you know it, it will become
just a regular way of doing business.

1. CROSS-CHECK THE PROPOSED DATE OF YOUR MEETING.
Does it coincide with any religious or cultural events? Are the dates of your meetings scheduled on days when children are off from school?  Tip: Keep a religious/ cultural calendar handy along with elementary school calendars.

2. INVITE ACCOMMODATION REQUESTS.
Ask participants well before the meeting to place their accommodation  requests in by a certain date.

3. CHOOSE AN ACCESSIBLE LOCATION.
Your venue should be equipped with ramps, elevators, accessible bathrooms etc. However, you will also want to consider having your event or meeting in an area that is easily accessible by public transportation.

4. CHOOSE A CATERER/MENU PLANNING.
Depending on your group of participants you may want to consider halal or kosher catering if you know that you will be having Jewish or Muslim guests. If in doubt always ensure that you have lots of vegetarian options.  Sit down meals are best if you are expecting guests with mobility challenges. If you choose to have a buffet, assign a volunteer to assist the participant with getting their meal.

5. IF POSSIBLE PROVIDE MEETING MATERIALS IN ADVANCE.
By doing so, you give participants an opportunity to ask any questions, obtain translations if required or just give them more time to absorb the information if they have challenges with reading comprehension.

6. PROVIDE CLEAR SIGNAGE AND NAME TAGS AND MATERIALS.
Use large print contrasting colour signs and high contrast name tags. Each  participant should have a name tag if there is a new member to the meeting. Consider the above with your PowerPoint presentations and handouts. Opt  for a larger font size like 18 and fonts like Verdana and Arial that are sans serif.

7. ALLERGY ALERT.
Ensure that your promotional materials indicate a scent-free environment. If you are planning to use balloons , choose a non-latex brand. Food allergies should be taken care of early on in the planning stages when you invite requests for accommodations.

8. CHAIRING THE MEETING.
Remember to indicate any changes in topic, break times and adjournments. Whenever possible, try to stay on schedule as some of your guests may have medical issues that they need to take care of during a break at a certain time.

9. KEEP ISSUES ABOVE BOARD.
While it is nice to get support for your position, trying to create a lobby group outside of the meeting spells exclusion. As a practice, strive to keep all related discussions within the meeting to avoid some members having an unfair advantage over others.

10. ADDITIONAL GUIDELINES.
While it is sometimes difficult to do, challenge participants who are trying to “pull rank in the room”. Remind meeting participants of simple rules like speaking one at a time, attentive listening, respect for different opinions and for confidentiality.

While these suggestions may not seem like a lot, by following these tips you will have opened the door to many more people to participate and enjoy your event more freely.  Creating inclusive events requires us to put ourselves in the shoes of many other people and look at the barriers that might be present and seek solutions.

 

 

 

 

In Praise of Generation Y


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Evelina Silveira, President, Diversity At Work in London Inc.  Author of Diversity and Inclusion On A Budget:  How to have a more engaged and innovative workforce with little or no dollars.

Hey there, Evelina!”, the e-mail salutation reads. Do I know this person? It seems that they must know me, right? Because they are so familiar? Nope. I never met them in my life! Probably a Generation Y’er  I figure, who is sending me this in their casual and unassuming way.

Born during 1981- 2000, Generation Y’s unique characteristics have stirred up a lot of turmoil in the workplace especially when it comes to their Baby Boomer bosses and co-workers. Whether it’s their tattoos, piercings, flip-flops, self-care or their need to be wired, connected and  informed  — the workplace will never be the same. Sorry Boomers! Laden with labels like: “disloyal”, “uncommitted”, “self- serving”, “techno-savvy”, “fun-seeking”, “lazy”, and “immature”; these children of Baby Boomers have  experienced more freedom, less responsibility, little in the way of criticism, and some would argue too much praise.

Consequently, employers complain that they don’t take work seriously, can’t handle criticism and feel they are entitled to privileges and rewards that others do not get and that they do not deserve. The disconnect begins here. After all, how do we get four generations to work together for the first time?

As a Generation X’er, I understand the harsh criticism bestowed upon Generation Y’ers; but at the same time I think that our generation understands them better than the Boomers. Generation X’ers were the first generation to dispel the myth that getting a university education will automatically land you a “good job”. We were working in call centres, as clerks and service jobs with our university degrees when the first recession hit in the 1980’s. But Generation X’ers approach to this phenomenon was a little bit different. Because of fewer jobs, our “latch key” socialization meant that we looked for solutions within ourselves. We decided to make our own jobs, creating the largest generation of entrepreneurs ever.

Generation Y’s solution to the shift in the economy is different. Strategically, Generation Y put their cards on the table right at the beginning with their prospective employers letting them know what they need from them, instead of what they can offer. Taking a completely different approach from previous generations, the Generation Y’er can come across as self-serving. That is where some of the conflict and misunderstanding begins along with many other disconnects in workplace values.

I am not a big fan of theories of generational differences although I believe there are some merits to the observations about various age groups but I don’t think they are absolute. I strongly believe that social class, birth order, and cultural differences play larger roles than age. The research in this area is arguably centred around privileged white youth who live in the suburbs, so it could be unrepresentative.

Despite the criticism lodged against Generation Y’ers, when it comes to diversity they really get it. Parented by those who lived through civil, women, and gay rights movements, Generation Y’ers have had a strong initiation into equality. Attending inclusive schools with children who have disabilities, exposure to more cultural and racial differences as well as a variety of family  compositions: this generation is more socially and environmentally aware. Of all the generations, they will have more of a propensity toward social justice and want to know the impact of their work.

When it comes to helping your organization develop a diversity strategy, ask a Generation Y’er. You can bet that the strongest supporters of diversity and inclusion in your workplace are Generation Y’ers. Not only have they been more exposed to a
rapidly changing diverse world —it is natural to them and they embrace it.

So, before you reprimand your Generation Y’er for not wanting to work overtime hours for free: relax; let your hair down; plug in your iPod and put on a pair of your favourite flip-flops and recognize the positive attributes of this deeply misunderstood  generation.

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