Age diversity in organizations as an imperative: a multiple-case study
DOI:
https://doi.org/10.34767/SZP.2025.02.07Keywords:
generations, labor market, diversity, human resource management, age management, multigenerational managementAbstract
The paper discusses the coexistence of four generations of employees in the contemporary labor market – Baby Boomers, X, Y, and Z. It presents the results of qualitative research on the opinions and attitudes of employers towards the four generations of workers and the necessity of age management in diverse human teams. In doing so, it taps into the evolving and increasingly popular concept of diversity management worldwide; age is one of the key dimensions of diversity. The paper analyses age diversity among employees as both a threat (e.g., conflicts, stereotypes, ageism) and an opportunity for organizations (e.g., utilizing the potential of all age groups, internal transfer of know-how, knowledge, and experience). The analysis demonstrated a dichotomy in the perception of age diversity as both an opportunity and a threat in the workplace, with the research outcomes providing recommendations for managing age diversity aimed at organizations in the EU.
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