Diversity and Generations in the Workplace Discussion of USA and UAE Approaches and Issues: Working Across the “Ages”

Diversity and Generations in the Workplace Discussion of USA and UAE Approaches and Issues: Working Across the “Ages”

Nina Woodard, Kakul Agha
Copyright: © 2022 |Pages: 16
DOI: 10.4018/978-1-6684-5151-9.ch012
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Abstract

This chapter discusses the USA and UAE approaches in looking at generational diversity in today's workplaces. The focus in this chapter is on the realities of the day and a look ahead at what that means for the future of the world of work. Before the pandemic, almost all countries had different situations. The pandemic has enabled a paradigm shift in organizations across the globe. The USA was on the verge of full employment, and there was a significant gap in the numbers of available skilled and talented potential staffers. On the other hand, UAE was able to attract talent from across the world and hence the demand is able to meet the supply. The pandemic propelled all businesses and society headlong into fully accepting technology as an essential component of every workplace. In researching DEI issues in the workplace and the future, with advanced medical and wellness approaches and the American workplace being unique given that the USA prohibits discrimination based on age, the reality of five generations in the workplace presents new DEI challenges.
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Conceptual Understanding Of Generational Diversity

Talking about diversity is easy as there is ample research to explain and clarify the concept. Several dimensions of diversity include permanent dimension, personality dimension, evolving dimension and organizational dimension. The factors that fall under each may be classified as below (Collins, 2019).

Permanent dimension includes factors that remain permanent within the life span of the individual namely race, ethnicity, age, gender and birth generation; evolving dimensions include those factors that keep changing with time namely age, height, weight, religion, eudcation, physical ability, marital status, income level and geographic location; personality dimension focuses on factors emerging from the Big Five Personilty Traits whereas organizational dimension focuses on hierarchical status, work content, department and seniority (Collins, 2019). Further, Notter (2002) classifies the generations as: Matures who were born between 1920-40, Baby Boomers between 1940–60, Generation X between 1960–80 and Millennials between 1980–2000.

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