Generational Battle or Learning Exchange?

Written by: Sharmini Wainwright, Co-Head of Australia PageGroup Australia, APSCo Director

In the dynamic landscape of the 2023 corporate office, we typically see three to four generations working together despite the differences in viewpoints, workstyle and priorities.

We've all indulged in the lighthearted memes circulating on Instagram and TikTok, which humorously spotlight the generational contrasts in our daily corporate routines.

Yet, the crucial question that beckons is this: Is it truly a generational battleground or rather a real opportunity for an enriching knowledge exchange?

Within the recruitment sector, we are fortunate to embrace a diverse cross-section of generations, ranging from fresh graduates to seasoned industry veterans In this unique blend, what invaluable insights can we glean from the youngest cohort in our midst?

I personally love being challenged by the Generation Z cohort at Page, as they really have so much to offer as they share insights through their lens.

Specifically:

• Their remarkable willingness to self-challenge and venture beyond conventional boundaries on their path to career progression. They are not afraid to ask the direct questions.

• A natural affinity for embracing technological tools. We recently implemented Salesforce, and they are the early adopters leading the way.

• Questioning whether there are better ways of doing things.

• They tend to be more inclusive and diverse in their thinking.

• Their push for positive social impact outcomes.

• A quest to continue to learn and have new experiences.

At the opposite end of the generational spectrum, our 2023 Michael Page Talent Trends survey (with 70,000 respondents globally), highlighted a pressing concern. Ageism ranked as the #1 Diversity, Equity & Inclusion concern across the respondents.

Surprisingly, this concern eclipses the spotlight often reserved for issues like “Women in Leadership positions”.

It is a hidden dilemma that deserves greater attention, compelling us to take a more proactive role in addressing agerelated biases within our selection and shortlisting processes for clients.

As leaders of recruitment businesses across Australia and for the greater good of our industry, let’s lean-in to a new way of working which seeks to understand what each generation uniquely brings to the table.