By 2015, Millennials will comprise the majority of the workforce, surpassing Generation X, and virtually taking the reigns from Baby Boomers. Is your organization prepared for this?

Please join JBC on the “Generational Diversity at Work Grows Up” webinar hosted by Diversity Best Practices tomorrow, February 18, 2010, at 11:00am-12:30pm ET. To register, follow this link …  http://www.diversitybestpractices.com/node/497

We know that generational demographics are shifting, but has your company taken the time to plan? How does your workplace need to adapt in order to be inclusive of these diverse generations? What would your next generation workplace look like?

Jennifer Brown moderated this panel on generational workplaces at 4 GENZ 4 BIZ.

The diversity in generations manifests itself in the way different generations: approach work, relate to authority, view work/life balance, display different work styles, seek feedback, etc. Companies need to prepare themselves to manage this level of diversity in order to recruit, develop, promote and retain the best talent. This will require a new way of thinking about diversity in the workplace. It will also necessitate creating new platforms and processes in order to provide the customized work “experience” employees will demand.

Embracing generational diversity is as much about diversity as it is about the war for talent. Due to the tough economic times over the last several years, many employees have remained in positions and with companies that might not offer the entire package that suits their working needs. Therefore, once the economy improves there, there is a shift projected in the talent market because Millennials, most likely, will be the first to look for new jobs. Can your company afford to lose this talent?

If you would like to gain winning strategies and new insights into:

• Organizations like American Express, Toyota, and Boehringer-Ingelheim and how they have created innovative programs to engage all generations of workers
• Learn about generational workplace trends
• Learn best practices to capitalize on generational diversity in the workplace

Cross-posted in our Webinars section.

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# Adding Allies: It’s not as clear cut if LGBT groups want to include allies. How do you widden support? Yet, how do you provide privacy? 8:30 PM May 13th from web

# Pushing the needle: Getting the 100% on the HRC Corporate Equality Index is key! Advice: Expand the HRC Index & make it more challenging. 8:12 PM May 13th from web

# Partner Advice: Don’t be afraid to be visible – If you build it they will come & LGBT group WILL grow. 7:55 PM May 13th from web

# HOT TOPIC: Political activity of an LGBT group – it’s tough to know how far the firm should go! 7:40 PM May 13th from web

# The dividing line: Some say transactional lawyers can be more diverse; litigators need to be more traditional. Agree/Disagree? 7:26 PM May 13th from web

# Gaining momentum across firm – LGBT and Diversity in big offices = great; small offices = can be tough! 7:14 PM May 13th from web

# Tweeting LIVE on behalf of Jennifer Brown from a Metro NY Out & Equal Event (7 to 11 tonight) http://bit.ly/8soGQ 6:31 PM May 13th from web

Some terms to know:

LGBT: Lesbian, Gay, Bisexual, Transgender.

Allies: Straight Allies in support of LGBT groups.

HRC index.

I know this because I’ve seen the contradiction live and in-person, within the same firm:  headquarters employees who feel like they can be fully “out” and safe, vs. employees in regional offices headed by partners and other leaders who proactively or passively make it very uncomfortable for diverse employees to be 100% themselves.

Stay tuned to my blog for the high-level findings and recommendations that emerge from this session.  We’d love to hear your observations as well, so please plan to weigh in!

-Jennifer

Jennifer was recently featured on the Derek & Romaine show on Sirius Radio’s OutQ Network on the topic of LGBT workplace issues. .

The economy is a timely topic for everyone, but especially for our clients, and we’d love to hear your thoughts and personal stories on the subject.  Let us know if you tune in!

Jennifer is excited for this opportunity to speak directly to the lesbian, gay, bisexual, and transgender (LGBT) community about our work with our co-advocate organizations and with organizations who recognize the business value of building advocacy and equality for all groups in the workplace.     By focusing on global diversity, Jennifer Brown consultants develop and implement best practices for corporations through focus groups, affinity group planning, panel discussions, key note thought leadership, and cutting edge consulting.  We work to educate and enable corporations and non-profit organizations, affinity groups, Leadership & Development and HR professionals, and individual contributors through programs and services that align equal policies with business goals.  In this way, we are able to create opportunities that benefit the organization and its employees regardless of sexual orientation, gender identity, expression, or characteristics.

Listeners and fans are welcome to participate by calling 866-305-6887.  For those who don’t subscribe to Sirius, a free online trial is available on Sirius.com .  Please let us know if you listen by commenting on our blog!  We would love to hear from you.