Does your organization’s culture, including practices, policies, and norms, make a statement about the value of being age-inclusive? What are you doing to build shared value in bringing the generations together in your workforce and community-based programs?  

Here are nine ways to be more age-inclusive and intergenerational when building an intentional, organizational culture and learning environment: 

  • Start by teeing up articles, videos, or books that define organizational culture and the levers that influence it 
  • Encourage conversation about the role of culture and if it’s supporting or hurting specific organizational priorities related to age-inclusion 
  • Invite leaders in the age-inclusivity or intergenerational space to share their experiences and best practices 
  • Discuss and have staff provide feedback on how to be more age-inclusive 
  • Consider creating an intergenerational employee group or council to provide feedback and leadership on programming, culture, and policies 
  • Include strategies for creating an age-inclusive, intergenerational culture into the organization’s long-term strategic plans, measurable goals, and performance measures 
  • Include an overview of the organization’s commitment to equity, diversity, and inclusion, and age-inclusive/intergenerational approaches in staff onboarding processes 
  • Create a structure for staff to raise questions or concerns about generational divides, age-bias, or ideas to develop age-inclusive, intergenerational teams and/or programs 
  • Integrate aspects of age-inclusiveness and culture on employee engagement/satisfaction surveys and review the data regularly to identify opportunities and strengths 

To experience the benefits of building a more age-inclusive, intergenerational environment, check out these resources and learning opportunities: