1. Building Bridges to Connect the Generations at UCR Committee Members: Channé Edwards Toni Henderson Yvonne Howard Toni Lawrence Cathy Eckman (mentor) Making Excellence Inclusive Certificate Program Final Presentation May 12, 2010

2. Each generation has its own unique set of attitudes, values, and work ethics. Recognizing and celebrating these differences starts with an awareness and ends with a culture that embraces generational diversity at UCR. Building Bridges to Connect the Generations at UCR For the first time in history, there are four generations in the workplace.

3. Building Bridges to Connect the Generations at UCR Toni Henderson will share the research that explains the differences in the four generations now in the workplace. Toni Lawrence will explain our recommendations for an effective awareness campaign, which can be implemented in phases. Channé Edwards will close with insight into the risks of inaction, the benefits of implementation, and measurement tools. OVERVIEW

4. Building Bridges to Connect the Generations at UCR Traditionalists (1927 - 1945) loyal steadfast not quick to share disciplined self- sacrificing trust-worthy duty first persevere toe- the-line formal

5. Building Bridges to Connect the Generations at UCR Baby Boomers (1946 - 1964) competitive process / team oriented accept corporate culture need acceptance / sense of belonging value training to be current love retirement options

6. Building Bridges to Connect the Generations at UCR Gen X’ers (1965 - 1981) results oriented demand work/life balance work = fun IT savvy reject corporate games rely on self, not the company feedback critical

7. Building Bridges to Connect the Generations at UCR Millennials (1982 - 2000) team driven resourceful and collaborative want a challenge impatient expect respect love speed and change utilize direct style of feedback

8. Building Bridges to Connect the Generations at UCR What can we do at UCR to bring awareness to this issue?

9. Building Bridges to Connect the Generations at UCR Awareness Campaign MINIMAL COST AND/OR EFFORT Distribute the poster and brochure on a periodic basis; Utilize R’Space and R’Web, and Scotmail, to inform people about generational diversity; and Host a generational diversity information booth at appropriate UCR events.

10. Building Bridges to Connect the Generations at UCR Awareness Campaign MODERATE COST AND/OR EFFORT Create a policy that mandates training; Create training programs (on-line or traditional workshops); and Develop a informational page off the UCR Diversity Web site.

11. Building Bridges to Connect the Generations at UCR Awareness Campaign MAXIMUM COST AND/OR EFFORT Find solutions to improve workplace environments to improve intergenerational communication; Host a “4-G (Four Generations) Summit” annually; Develop an intergenerational play.

12. Building Bridges to Connect the Generations at UCR RISKS The risks of not learning, understanding or tolerating generational diversity include: - low retention - high turnover - wide-spread dissatisfaction - poor communication - low productivity - low morale Further, the foundation of inclusivity upon which future UCR generations can build would be tenuous.

13. Building Bridges to Connect the Generations at UCR While the benefits of embracing generational diversity are many, the most significant benefit is harnessing each generation’s skills and working styles resulting in a productive, cohesive, and congenial work environment. Generational integration is essential to organizational effectiveness and necessary to support a culture of open inquiry and mutual respect. BENEFITS

14. Building Bridges to Connect the Generations at UCR Quantitative and Qualitative - Minimal Cost and/or Effort - Moderate Cost and/or Effort - Maximum Cost and/or Effort MEASUREMENT

15. Building Bridges to Connect the Generations at UCR What have we learned? Questions?