Working Across Generations: Beyond the Stereotypes

Five generations in one workplace, and we're still pretending the tension is about work ethic or technology. This workshop exposes how ageism flows in all directions and why generational conflict is often about power, respect, and whose experience counts as expertise. We'll unpack why "OK Boomer" and "lazy millennials" are symptoms of deeper exclusion, how different generations mask similar needs with different language, and what happens when we stop treating age diversity as a problem to solve. Participants will learn to recognize how generational bias intersects with other forms of discrimination, challenge assumptions about who's "digital native" versus who's "seasoned," and build bridges that honor both institutional knowledge and fresh perspectives. Because innovation needs both wisdom and disruption.

During the expert session, Abi Adamson engages the audience through a live Q&A session. Inspiring reflection and encouraging active participation from all attendees.

1. Look Beyond Generational Stereotypes

Understand that age-related tension is often about power, respect, and belonging—not just work style.

2. Recognize Bias Across All Ages

See how ageism flows in every direction and intersects with other forms of exclusion.

3. Bridge Wisdom and Innovation

Foster collaboration that values both experience and fresh perspective to drive true innovation.

In this expert session, Abi Adamson discusses the intricacies of generational diversity in the workplace and the importance of addressing age bias in its entirety. She begins by reminding us that generational diversity, like all forms of diversity, is multifaceted and interconnected. Age bias cannot be fully understood without acknowledging how it connects with other forms of identity and systemic inequalities.

Abi then emphasizes the importance of recognizing power dynamics within organizations. Older workers may face ageism but hold more power due to their tenure, while younger employees often lack opportunities for advancement. She stresses that a comprehensive approach is required to address generational bias, which includes acknowledging and addressing power imbalances and systemic issues.

Delving deeper into the topic, Abi discusses the unique communication styles and preferences among various generations in the workforce. For instance, older generations tend to value directness and efficiency in feedback, while younger generations prefer context and explanation before criticism. However, she urges us to move beyond stereotypes and labels, focusing instead on creating inclusive workplaces where all employees feel valued and respected regardless of their age or other characteristics.

Abi also emphasizes the importance of breaking down stereotypes and assumptions about different generations by asking individuals what they need in terms of communication and feedback styles. She suggests using a framework called "calling in" to address biases and microaggressions in real-time, encouraging reflection and private education rather than accusation or negative feelings.

Moreover, Abi highlights the strengths that each generation brings to the workplace and encourages organizations to leverage these diverse strengths instead of trying to fix generational differences. She recommends removing age requirements from job descriptions, making mentorship multidirectional, and focusing on individual contributions when evaluating competence rather than age.

Throughout the session, Abi emphasizes respecting individuals for who they are and valuing their unique perspectives and experiences. She concludes by encouraging companies to embrace generational diversity in the workplace and create an environment where all generations feel valued for their unique contributions.

Before wrapping up, Abi invites participants to engage in a Q&A session using the Mentimeter app displayed on their screens. She also plans to distribute a survey link later for further input. In response to a question regarding the challenges companies face when dealing with generational diversity, Abi suggests focusing on understanding each individual's unique needs and avoiding making blanket statements about employees based on their generation. Another query about approaching managers who rely heavily on experience when recruiting new talent leads Abi to recommend having an open conversation and expressing the potential loss of top talent if they fail to adapt to the evolving business landscape. As the session comes to a close, Abi expresses her gratitude for sharing her insights and encourages participants to fill out the Mentimeter survey and look out for the survey link in the chat.

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Emotional Intelligence for High-Performance Cultures

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