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    Millennials See Diversity Differently and are the Changing Definition

    Millennials see diversity and believe emphasizing their differences helps them bring value to their organization.

    Four diverse millennials laughing together and embracing diversity.
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    Millennials see diversity as the blending of different backgrounds, experiences, and perspectives, and believe emphasizing their differences helps them bring value to their organization. Research from Harvard defines this as acquired diversity, or traits acquired based on experience. Their non-millennial colleagues traditionally have believed diversity should be viewed as protection to all, regardless of gender, race, religion, ethnicity, or sexual orientation. Harvard views this as inherent diversity, traits you were born with.

    Times Are Changing on How Millennials See Diversity

    For generations, employees have been taught to put aside their differences at work, but times have changed. The Millennial generation is the one of the most diverse generation the U.S. has ever seen, second only to Generation Z. This culturally diverse upbringing has played a big role in making Millennials significantly more comfortable talking about diversity and inclusion than older generations.

    Millennials see diversity differently and are willing to ask tough questions and are demanding their employers to do the same. In fact, almost half of millennials reported not pursuing an employer that doesn't maintain or encourage a diverse and inclusive working environment.

    Unfortunately, many organizations are falling victim to the traditional view of diversity, and it's starting to cost them big time. For example, only sixty percent of millennials report being actively engaged when their organization does not foster an inclusive culture, versus eighty-three percent whose organizations do foster an inclusive working environment.

    Four ways leaders can foster diversity

    1. Make employees feel heard by providing them with a forum to share their ideas, feedback, and voice
    2. Try not to silo or bucket your employees, each individual has a unique set of skills and passions they bring to the table. Foster connections based on these, not on inherent traits
    3. Look beyond resumes. Individuals with acquired diversity can be invaluable to your organization
    4. Always keep a pulse on your organization's culture, make continuous improvements

    WeSpire provides forward-thinking, global companies with a technology platform to design, run and measure the impact of their DEI initiatives. On WeSpire, employees participate in sustainability, social impact, wellbeing and positive workplace culture programs that improve business performance and build a better working world.

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