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It's hard to microwave your emotional intelligence.
There's ample evidence that gender- and ethnically diverse companies are more effective.
But what about age? This is a very important question,
because for the first time ever, we have five generations in the workplace at the same time, unintentionally.
Maybe it's time we got a little more intentional about how we work collectively.
There have been a number of European studies that have shown that age-diverse teams are more effective and successful.
So why is that only eight percent of the companies that have a diversity and inclusion program
have actually expanded that strategy to include age as just as important of a demographic as gender or race?
Maybe they didn't get the memo: the world is getting older!
One of the paradoxes of our time is that baby boomers are more vibrant and healthy longer into life,
we're actually working later into life, and yet we're feeling less and less relevant.
Some of us feel like a carton of milk -- an old carton of milk
with an expiration date stamped on our wrinkled foreheads.
For many of us in midlife, this isn't just a feeling,
it is a harsh reality, when we suddenly lose our job and the phone stops ringing.
For many of us, justifiably, we worry that people see our experience as a liability, not an asset.
把你的情商像微波加热那样快速提升是很难的。
有充分的证据表明,性别和种族多样化的公司效率要更高。
那么年龄呢?这是一个非常重要的问题,
因为我们在不经意间,破天荒的同时有五代人在一个场所工作。
也许是时候让我们更有目的性的对待我们的合作方式了。
欧洲有很多研究表明,年龄多样化的团队要更高效更成功。
那么为什么只有8%拥有多元化和包容性项目的公司
扩展了这个策略,把年龄跟性别或种族等重要人口属性一样包括进去了呢?
也许他们没能得到这份备忘录:世界正在老龄化!
我们这个时代的一个悖论是,婴儿潮时期出生的人更有活力,更健康,
我们实际上会工作到更晚年的时候,却感觉越来越不重要。
我们有些人感觉自己就像一盒牛奶--一盒旧牛奶,
皱纹遍布的额头上印着过期日期。
对于很多人到中年的人来说,这不仅仅是一种感受,
这是一个残酷的现实,当我们突然失去工作,电话不再响了。
对我们当中的许多人来说,我们担心人们把我们的经历看作是一种负债,而不是一种资产。
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