Generational Differences to Neurodiversity: Top Inclusion Trends in 2024, Part 2

Welcome to the second installment of my dive into 2024’s hottest inclusion and belonging trends! In my previous newsletter, we explored how companies are creatively tackling food allergies, navigating sensitive political discussions, and prioritizing contractor inclusion. Today, we're shifting gears to look at how clients are addressing generational differences, mental health, and neurodiversity in their workplaces.

If these real-life scenarios spark your curiosity or prompt you to reflect on your own organization’s approach to inclusion and belonging, make sure to join me for my upcoming Q&A session: Ask Me Anything: Q&A for Advancing Inclusion and Belonging at Work.

?Mark your calendars for Wednesday, September 11th at 11:30am CT. This is your chance to get tailored advice related to the trends, questions and challenges you are experiencing as you advance inclusion and belonging in your organization.

Register now and make sure to submit your questions in advance!

Generational Differences: Bridging the Age-Related Expectations

Generational differences are hardly a new topic, but this year, the divide between Gen Z and their older colleagues has become more pronounced. There’s a reason why tips to bridge generational differences at work was my top requested workshop this year! Case in point - one client in the manufacturing sector found themselves grappling with younger employees feeling that their innovative ideas were being dismissed, while older employees felt their years of experience weren’t being fully respected.

To address this, we rolled out a series of cross-generational workshops across all teams. These workshops created space for discussions on specific team challenges, helping to establish updated team norms and roles of engagement. The result? Increased morale and a win-win scenario where both younger and older employees felt valued. This example highlights how leveraging the strengths of different generations can turn potential conflicts into powerful opportunities for growth.

Mental Health: Beyond the Basics

As mental health conversations become more commonplace, employees are seeking support that goes beyond traditional solutions like the Employee Assistance Program (EAP). One client in the financial services sector noticed a rise in anxiety and burnout and realized that leaders needed more effective tools to support their teams.

Our approach was to train leaders to include meaningful well-being check-ins in their regular one-on-one meetings. Leaders were equipped to ask open-ended questions such as, "How are you feeling?" and "Is there anything on your mind?" They listened without interrupting and followed up with, "How can I support you?" This simple practice created a safe space for employees to share their concerns, fostering a supportive environment that enhanced trust and well-being. The results were a more engaged and resilient workforce.

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Neurodiversity: Cultivating a Culture of Learning and Support

Neurodiversity is gaining significant traction in inclusive leadership, with more organizations focusing on creating supportive environments for neurodiverse individuals. While many of my clients were unfamiliar with the term last year, there’s been a growing awareness, partly driven by Gen Z’s openness about diverse learning and processing styles.

For instance, a professional services firm I worked with recognized the need to better support their neurodiverse employees. We conducted listening sessions to understand their unique needs and challenges. Based on these insights, the organization established a dedicated neurodivergent resource group to educate both employees and leaders. This group provides ongoing resources, articles, and open discussion forums to raise awareness and normalize conversations about different processing styles. The result? Enhanced support for neurodiverse employees and a strengthened sense of belonging across the organization.

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Are We Missing the Bigger Picture?

As we reflect on these trends, it’s worth considering whether our focus on emerging inclusion issues might be overshadowing more challenging areas like race and gender. This question has been coming up frequently in 2024.

In my next newsletter, I’ll dive into this question and explore how to balance our efforts to address all facets of inclusion effectively.

In the meantime, I’d love to hear from you! Share your thoughts on the trends you’re seeing, and any questions or challenges you’re facing in the comments below.

About the Blog Author

I'm Beth Ridley, a former corporate executive turned workplace culture consultant, speaker, and author. With 30 years of global leadership and management consulting experience, I’m dedicated to helping organizations build stronger leaders, teams, and cultures through a focus on inclusion and positive psychology.

?You might have seen my work in national publications or caught me on TV, where I discuss why making inclusivity a core leadership competency is so essential. I also travel across the country delivering keynotes and workshops on how to integrate inclusivity into leadership practices.

?Having lived and led diverse teams in New York City, London, Tokyo, Johannesburg, and Bangkok, and after leading DEI for a Fortune 100 company, I’ve seen firsthand how an inclusive mindset rooted in curiosity and compassion can transform organizations. I’m committed to helping others embrace these values and create environments where diversity in all its forms is leveraged as an asset.

?These days, I’m based in Milwaukee, Wisconsin, with my husband and three kids. I love biking, running, and exploring new places. And while I’m not a fan of cooking, I love watching cooking competition shows!

Contact Me for Help

• Learn about the inclusion solutions we offer at Ridley Consulting Group .
• Book a call to discuss how we can help you achieve your leadership and workplace culture goals.