11am-12:30 pm EST

Generational strategies do not exist in a vacuum, and are evolving beyond being a fun topic for the training classroom. In fact, leading companies are starting to filter their persistent business challenges such as employee engagement, customer relationships, and work/life strategies through generational realities, and customizing, or completely revamping, initiatives using a more sophisticated understanding and respect for the needs and wants of a generationally-diverse employee, and customer, base.

Leading practitioners in HR, Talent Management, Diversity and Work/Life need not only a basic understanding of what motivates the different generations in the work environment, but to know cutting-edge ways leading employers are harnessing the talents of all generations, and their motivations, to inform key business-wide strategies.

This webinar will feature examples of these ideas in action from some of the most innovative companies in the space, including Toyota and American Express. It will also highlight Jennifer Brown Consulting’s Diversity|Leadership|Innovation™ model, which frames generational diversity as part of a larger leadership and innovation imperative that resonates with the pressing needs of most businesses today – who rely on talent to give an extra competitive edge.

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We have all read the statistics about the changing nature of the workforce. Currently there are five generations that now share the workplace.

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

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?
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

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

An ERG’s success is often judged by its membership-both the sheer number of employees who participate on a regular basis, as well as the way the ERG involves the larger workplace community. In the best of times, members of these all-volunteer organizations make the time to show up to meetings, recruit future members, and drive initiatives proactively; in tough economic times, participation becomes more difficult, as time is at a premium…