Diversity

The labour market in the UK is growing increasingly diverse. It is therefore imperative that businesses have a clear idea of where engagement with equality and diversity reaps benefits and raises issues of concern.

The case for equality and diversity from businesses rests on arguments and evidence for how these contribute value to the business purpose. These include the meeting of skills shortages; meeting product demand or service obligations; minimising lost business and delays to product or service launches; brand reputation enhancement for fairness; attractiveness to new, more diverse customers; attractiveness to a more diverse investor base; heightened acceptance by the local community where the workforce is more representative of the local area; impact on retention and recruitment; diversity of thinking as a source of innovation and so on. All of these are recognised by a variety of organisations as invaluable to business success.

Drawing on The Work Foundation's existing knowledge economy, leadership and future of HR research programmes, this research seeks to offer new perspectives on generational theory and managing a multi-generational workforce by answering the following questions:

• What kinds of employee segmentation strategies are organisations using to manage the deals for these different groups differently? Are they working?
• Are line managers equipped with the skills to engage the diversity of life phases in their workforce?
• How can organisations tackle the many competing demands of intergenerational conflict?
• How can they contribute to an improved deal without risking discrimination?