?? Is There Generational War in Your Workplace? | ?? Purple Day 2024: Discussing Epilepsy Discrimination at Work | ?? The JARS Guide to Career Pivots

Is generational war playing out in your office??

A new report, entitled ‘Digital Etiquette: Mind The Generational Gap’, issued by The Adaptavist Group, suggests that a ‘generational war’ may be playing out across offices globally as divides widen between younger and older co-workers due to attitudes to technological developments and differing communication styles.?

Amongst the key learnings from the report, which surveyed 4,000 knowledge workers in the UK, US, Canada, Australia and Germany, were stats such as:

• 50% of employees over 50 said that they were annoyed by younger colleagues lack of traditional tools such as pens
• 47% of Gen Z employees felt that over worker slowed things down with what they deemed to be ‘dated’ working techniques
• 65% of Gen Z workers also said that senior colleagues struggled with technology
• 43% of respondents reported misinterpretations of tone or context within digital communications, with 33% agreeing that there were often mismatched time expectations in their workplace?
• 22% of Gen Z workers said there had been a rise in workplace inequities between the generations

These differing opinions are opening up the door to conflict within the working environments, with a huge 90% of those surveyed confirming they have been part of, or witnessed, conflict about the use of digital tools. These conflicts are at the detriment of the smooth running of the workplace, with 60% of respondents admitting that these disagreements affect productivity and collaboration. And while this does not always result in an outright disagreement, 60% of people commented that they felt they had experienced tension in the workplace due to differing technology use.

When talking to People Management magazine following the release of the statistics, Dr Eliza Filby , historian at Generational Evolution, commented that “The generational gap in today's workplace is wider than ever before. We are dealing with up to four generations working in the same environment, each with vastly different values, expectations and communication styles.”

The report did however also shine a light on the potential for better collaboration, as 53% of Gen Z workers surveyed said they envied their older colleagues' confidence on phone calls, highlighting that while experiences across the generations does differ, organisations can do better is utilising this and creating working environments in which colleagues across different generations can learn from each others strengths and share different perspectives.?

One contributor to People Management’s round-up of the survey findings, Matt Stephens , Founder and Co-CEO of employee engagement tool Impulse, suggested millennials managers could potentially act as a bridge between the Gen Z and Boomer generations, acting as interpreters during moments of miscommunication.

Discussing this suggestion he commented that, in his opinion, ‘Millennials typically are also more willing to go further to understand something, whereas Gen Z, currently, while saying they are the most open generation, seem to be less willing to explore, be curious and give the benefit of the doubt’.

What are your thoughts on the results of this survey and the related commentary? Could your organisation improve communications between employees across different generations? Let us know in the comments ??

Examining Epilepsy Discrimination in the Workplace

26th March marks Purple Day, the international day for epilepsy, which was created in 2008 by Cassidy Megan, a young girl from Canada, who has epilepsy and wanted to get people talking about the condition. Cassidy decided to use the colour purple to mark the date because lavender is recognised as the international flower of epilepsy.

Over 600,000 people in the UK are currently living with epilepsy, however research shows that those with epilepsy among the workforce are often found to experience discrimination, both from current employers and when looking for work. A study by the Institute of Economic Studies identified that ‘employers tend to stigmatise epilepsy and, by association, people with the condition, making them reluctant to employ people with epilepsy or support them to progress their career’.?

Epilepsy Action last year carried out two surveys in order to further understand the discrimination in the workplace for people with epilepsy. Amongst their findings were the following unacceptable statistics:?

• 42% of employers admitted that they would be inclined not to hire someone with epilepsy to save their company potential challenges, even though they know this is discrimination?
• Almost two thirds of respondents with epilepsy (60%) say they have experience unequal treatment or discrimination at work because of their condition
• Two in five (40%) say their employer has refused to provide reasonable adjustments
• Over a third (36%) have had their colleagues, manager or employer make derogatory comments about their epilepsy
• One in three (33%) have been bullied because of their condition, either by their employer, manager or their colleagues
• 28% have been subjected to disciplinaries for having seizures

Following the release of these statistics, Epilepsy Action commented that ‘People with epilepsy should be able to work without the fear of being discriminated against, being bullied or treated unfairly just because of their condition. This is despite people with epilepsy being able to work in a variety of sectors and bring great skills, experience and insight to the workplace. It is clear that current employment law – and the punishments employers face – are failing people with epilepsy and not tackling the discrimination they face in the workplace’.?

They share these 4 key steps for organisations to ensure people with epilepsy feel valued in the workplace:

?? Remember that everyone’s epilepsy is different and affects everyone in different ways. It’s always helpful to talk openly about it

?? Everyone with epilepsy is entitled to reasonable adjustments at work that help to remove any disadvantage caused by their condition or limit its impact. These can be as simple as flexible working or a place to recover if they happen to have a seizure

?? Seizure action plans are useful for understanding what to do if someone has a seizure in the workplace.

?? The best thing you can do to support someone with epilepsy is to take epilepsy training. Learn more about specialist Epilepsy Action training resources here: Epilepsy training - Epilepsy Action?

To learn more about Purple Day 2024 and the work the Epilepsy Society are doing to raise awareness, visit Purple day - 26 March 2024 | Epilepsy Society?

Adjusting to a new industry requires not only a leap of faith but also a strategic approach to ensure a smooth and successful transition. Whether driven by personal goals, a need for a new challenge, or changes in the job market, shifting to a different industry necessitates careful planning and execution. Here’s our round-up of five key points to consider if you’re thinking about making a career pivot this year!

? Assess and Highlight Transferable Skills

Begin by evaluating your current skill set to identify which skills are transferable to your desired industry. Skills like leadership, communication, project management, and problem-solving are often highly valued across various fields. Reflect on your experiences to determine how these skills can be applied in new contexts. Highlighting these on your CV, LinkedIn profile and during the interview process can demonstrate your potential value to employers in the new industry.

? Gain Industry-Relevant Experience and Knowledge

Immerse yourself in your target industry by gaining relevant experience and knowledge. This can include taking courses, obtaining certifications, attending workshops, or participating in industry events and networking sessions. Volunteering or taking on part-time roles related to your desired field can also provide practical experience and enhance your understanding of industry-specific challenges and opportunities.

? Leverage Networking and Mentorship

Networking is crucial when pivoting to a new industry. Connect with professionals already working in the field through platforms such as LinkedIn, professional associations, and industry events. Seek mentorship from experienced individuals who can offer guidance, advice, and potentially open doors to opportunities. Building these relationships can provide invaluable insights and support throughout your transition.

? Tailor Your Personal Branding Materials

Update your CV, LinkedIn profile, and cover letters to reflect your readiness for a career in the new industry. Tailor these materials to emphasise your transferable skills, relevant experiences, and specific interest in the industry. Use industry-specific language and examples to demonstrate your commitment and understanding of the field.

? Prepare for the Job Search and Interviews

Approach the job search in your new industry with a strategic plan. Research companies, understand the industry landscape, and identify roles that align with your skills and interests. Prepare for interviews by anticipating industry-specific questions and crafting responses that draw on your previous experiences and how they relate to the new role. Show enthusiasm and a willingness to learn and adapt to further convince potential employers of your fit for the industry.

Each of these steps plays a vital role in navigating the complex process of changing careers, making the transition smoother and increasing your chances of success in a new industry. Good luck!

For more useful career advice and tips, visit our blog.

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So, whether we’re helping you find the perfect candidate, or you're looking for your own next career step, you can be assured, as a trusted specialist recruitment partner since 2009, that we’re with you on every step of the journey.

To register a vacancy or discuss how we can help you find the perfect fit for your next permanent or temporary career step, you can find our regional contact numbers here. For more about our specialist team of consultants and read testimonials from our clients at www.jarsolutions.co.uk.