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 the Veterans Generation

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 the Veteran generation to answer the following survey questions.

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:

• Experience
• Maturity and wisdom
• Respect
• Reliability
• A desire to be a team player
• Responsibility
• A history and understanding of the organization and its organizational culture
• A broad view to help others through challenges
• Modeling hard work to get the job done
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:

• Age with ethnicity and gender - they do interact, I am overlooked and I have to fight to get the job
• Age with ethnicity and gender - Asian women are seen as passive, you have to show you can be aggressive to have an impact
• Age with gender - whether you are a male or female, at this age you become a bench player and are not considered for advancement in succession planning
• Age with class/education - Many came with experience rather than education; the education of the younger generation is valued more than experience
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:

• A clear sense of what they need
• Respect for the experience and wisdom we bring
• To be listened to
• More accessibility to those who can be helpful to move ahead
• Mentoring around technology to advance career
• To be encouraged and not overlooked
• Accept that we can play in the game
• Look beyond the "certification/credentials" and more to the skill set
• Have the other groups share their ideas and knowledge so that I can piggyback and find ways to move my career

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: