Bridging Generational Differences for a Harmonious Future

In September, Hogan Lovells hosted Allverse, the firm's biennial Diversity, Equity & Inclusion (DEI) conference, which aims to bring together underrepresented Hogan Lovells lawyers with firm leadership and our clients, to engage on DEI issues at the forefront of the legal profession.

My engaging discussion with Hogan Lovells lawyers at the "Five Generations in the Workplace: Their Values & Differences" panel during Allverse last month shed light on the unique characteristics and perspectives of the Traditionalist (1928-1945), Baby Boomer (1946-1964), Generation X (1965-1980), Millennial (1981-2000), and Generation Z (2001-2012) generations, and offered valuable strategies for fostering intergenerational understanding and creating a harmonious workplace.? The following are some key highlights and practical takeaways from our discussion.

To kick things off, it was essential to first understand the generational landscape. We asked the audience to stand up by their generational group - some of our panelists also joined in on the fun.

While the US workforce is roughly broken out in thirds across Millennials, Gen Xers, and Baby Boomers, we discovered that Hogan Lovells U.S. is actually comprised of more Millennials than any other group. This generational makeup provided a fascinating backdrop for our conversation.

We explored how perspectives on social issues in the workplace have evolved over time. Both Baby Boomers and Millennials tend to care deeply about cultural and social issues, with older generations traditionally keeping personal values out of the workplace and younger generations increasingly expecting employers to take a stance on social issues.? This significant shift has prompted the firm’s willingness to engage in discussions around social justice issues, ensuring employees feel seen and heard, and that the firm’s practices, policies, and pro bono efforts remain informed and motivated by the causes important to both its talent and clients.

Addressing the challenges arising from different generational expectations regarding work styles, remote work, and leadership was a central theme. The panelists shared their insights on balancing the need for flexibility and work-from-home arrangements with client demands and business needs. In today’s world of hybrid work and Zoom calls, we also learned that (i) showing up to a Zoom call, and (ii) actually turning on the camera are not necessarily one and the same!?

We discussed how methods of communication - such as email, chat, telephone, and the “office pop-in” - run the gamut based on the mood and sentiment of the organization, customers, as well as market forces. As such, it is worth investing the time to learn your colleague’s communication style and preferences. Making assumptions or worse, projecting your own preferences onto others, undermines efforts to understand each other, work efficiently, and find common ground.?

While technology's role in facilitating cross-generational communication is often over-emphasized, we also talked about how transparent conversations, based on empathy, the assumption of good intent, optimism, and give-and-take can also go a long way toward bridging generational divides.?

The panelists recognized the nuanced ways in which intersectionality plays a role in generational differences and work preferences, with identity and experiences shaping individual perspectives and attitudes.? In addition to racial and gender diversity, our discussion highlighted how multi-generational teams produce higher quality work-product and encouraged all generational groups to be more nimble as they learn and mentor each other.

As we wrapped up our discussion, it became clear that learning to communicate more effectively across generational groups is not just vital in the workplace, but also crucial as we navigate an increasingly diverse and complex world. With the United States projected to have more people over 65 than children within the next decade, our conversation highlighted the importance of being willing to challenge our assumptions and being open to not only listening but also learning from one another, so we can recognize and leverage the strengths of each generation both in the workplace and beyond.

Evelyn Pérez-Albino is an accomplished Fortune 500 legal executive, employment attorney, and DEI professional turned speaker, career strategist, and founder of career strategy consulting firm, Ella Elevates LLC. Interested in speaking with Evelyn? Click here for a 20-minute career strategy call.