Navigating and celebrating the diversity of a multigenerational workplace

The pursuit of diversity and inclusion in the public and private sectors remains strong, writes Jen O’Brien.

Diversity and inclusion policies have been in the spotlight this year globally, particularly in the US, where the new Trump administration set about dismantling diversity, equality, and inclusion (DEI) policies and departments, which was followed by some major US corporations scaling back DEI initiatives.

Here in Australia, though, as we celebrate Inclusivity at Work Week, I can see that the pursuit of diversity and inclusion in the public and private sectors remains strong. This is backed by research from multiple studies, which have found that diverse and inclusive workplaces are more innovative and have higher employee engagement and retention rates than those without policies in place.

With some Australians now working into their 70s and even their 80s, workplaces now can span five generations, and before long, Alpha Generation will be joining the workplace mix too. The multigenerational workplace, with its rich diversity of age groups, provides a broad range of opportunities, perspectives, and abilities, but generational differences can also present challenges.

The workforce at HIF is no different, currently spanning four generations – Baby Boomers, Gen X, Millennials, and Gen Z – with ages ranging from 19 to 74 years and each bringing different perspectives, skills, and experiences. It’s a privilege to have such diversity, and we see the richness it brings to how we work and connect. Of course, it also means being mindful of the different ways people like to work and what motivates them.

Some value structure and visibility, while others thrive with flexibility and autonomy. Some, like the so-called “sandwich generation”, are juggling the needs of their own children, with those of their ageing parents, while maintaining their careers. Others are finishing off tertiary studies, buying their first home, starting a family, or are navigating childcare, school drop-offs and pick-ups and school holidays. At the other end of the spectrum, we have those working towards the transition into retirement, looking for those remaining career opportunities, contemplating their superannuation balances and planning extended holidays.

Like many other Australian companies, we design our policies and initiatives with our multigenerational workforce in mind – building flexibility and inclusion into our workplace polices with programs like menstrual, menopause, and fertility health leave; an Employee Buddy Program for new starters; hybrid working and flexibility policies, cultural celebrations and education throughout the year, promoting awareness of key days like Harmony Day and NAIDOC Week.

So how can businesses, large and small, look to improve inclusivity and diversity in the workplace?

Know your current state

You can’t improve what you don’t understand or measure. Collecting data through things like the Inclusive Employer Index gives a clear picture of where you’re at – not just a gut feel. It’s honest feedback that helps you see what’s working and where to focus next.

Set the tone from the top

Leaders make the biggest difference. When leaders talk about inclusion, and more importantly, live it – it becomes part of the culture. It shows inclusion isn’t an HR initiative, it’s who a business is.

Think beyond gender

Inclusion goes well beyond gender balance. It’s also about age, background, language, caring responsibilities, disability, indigeneity, sexual orientation, neurodiversity and identity. Thinking about diversity more broadly matters because it values all kinds of differences, making teams stronger.

Inclusive recruitment

Inclusion starts from the moment someone applies for a job. At HIF, we look for positive “cultural add” rather than just “cultural fit” – because we don’t just want more of the same. We use inclusive language in our ads, highlight flexible working options, have diverse panels, and check in with candidates early to understand their needs so they can bring their best. Too often, talented individuals are overlooked because of their age. Recruitment and talent management should be approached with an open mind – it’s all about finding the right person for the role, not a certain “type”, profile, or age.

Embed inclusion every day

Hiring diverse people is one thing; creating an environment where everyone can thrive is another. Inclusion shows up in everyday actions – mentoring, open conversations, storytelling and celebrating different experiences.

We know inclusion isn’t about one big initiative, a certification or a single week of celebration. It’s found in the everyday moments, the conversations we have, the feedback we listen to, and the choices we make to ensure everyone feels they belong.

Jen O’Brien is the chief member and people officer at HIF Health Insurance.