Building capacity: Navigating organizational opportunities as if they were a subway system

8th Annual NW Diversity Learning Series (2006)

Session Four: July 13, 2006:
Becoming an Experienced Commuter: Bridging the Generation Gap in Moving up and Around the Organization

By Monica Ercolano

Report of Discussion Questions from Generation Y

The fourth session of the Series focused on the impact of generational differences on career development and access to opportunities. Steve Hanamura, speaker for the session, asked participants belonging to Generation X to answer the survey questions below. We had two different groups of participants belonging to Generation Y, and for the purpose of this document we combined their answers.

1. What are the value-added contributions your age group brings to your organization's success?

Participants belonging to this group answered the question as follows:

• Technical skills
• Action oriented/driven
• Highly adaptive
• Change agents
• Mobile
• Inclusive
• Flexible
• Open communication
• Work-life balance
• Community service
• Openness to diversity
• Risk taking
• Networking
2. Does age interact with:
• Ethnicity/race
• Gender
• Class

...to limit your access to organizational opportunities and career development? If so, how does it interact?

Participants belonging to this group answered the question as follows:

• Ethnicity/race, gender, and class don't act as barriers for younger generations as much as for the older generations
• Age with class/education - class no longer limits educational opportunities (i.e. community colleges are more affordable). If you are from a lower financial class, you are expected to work harder
• Age with ethnicity/race - Asians, regardless of their gender may appear younger
3. What does your age group, along with your other dimensions of diversity need from other groups?

Participants belonging to this group answered the question as follows:

• Open communication
• Respect, time, and capabilities
• Advancement based on performance and not on seniority
• We need to have decision-making authority
• Opportunities to fail
• Honesty
• Open discussions on career development
• Constructive criticism
• Knowledge sharing from other generations
• Validation
• Mentorship
• Relationships

The 2006 NW Diversity Learning Series (now in its 9th year) focused on the theme, Building Capacity: Navigating organizational opportunities as if they were a subway system.

Using the metaphor of a subway system, each of the six-bi-monthly morning seminars explored some of the ways that access to organizational opportunities and career development are hidden and therefore more difficult for women and people of color, as well as people who speak English as a second language, to utilize. The purpose of this Series was for everyone to become more aware of organizational culture and how it impacts building people's capacity, and for everyone, managers and employees, to become better at navigating these cultural obstacles along career paths.

For more information about the NW Diversity Learning Series, please visit the Series section of our website.

2006 Series Sponsors:

Gold Sponsors:

Silver Sponsor:

Bronze Sponsor:

Supporting Sponsors: