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Published on August 11, 2023
Written by, Tana Marshall
The world of work has never been static. From the onset of the personal computer in the 1950s to the present day, the dynamics of the workplace have evolved drastically. This evolution is not only technological, but also cultural. One major cultural shift is the increased emphasis on Diversity, Equity, Inclusion, and Belonging (DEIB) in organizations. As an Agile Coach, I've found that the principles of Agile often intersect beautifully with DEIB, both historically and practically.
The synergy between Agile and DEIB is profound, and understanding this relationship requires a deep dive into generational shifts, workplace developments, and real-world examples.
The Generational Timeline: Workers from the 1950s to Today
1950s-1960s – The Traditionalists (Maturist/Silent Generation):
Born between 1925 and 1945, this generation grew up during challenging times including the Great Depression and World War II. They witnessed the advent of the personal computer and the birth of software development. They value hard work and are generally conservative, loyal, and detail-oriented. At this time, DEIB was mostly a non-issue, as workplaces were predominantly homogeneous. Source: Mannheim, K. (1952). "The problem of generations." In Essays on the sociology of knowledge.
Consider IBM in the late 1950s. Its mainframe computers were a revolution. Employees of this era had to quickly adapt to the tech world from their conventional roles, creating a unique workplace dynamic. This generation predominantly saw technology as a tool rather than an integral part of life.
Source: Purdueglobal.edu
1960s-1980s – Baby Boomers:
Born between 1946 and 1964, this generation grew up during post-WWII optimism. The software development life cycle (SDLC) came into existence during their prime working years, shifting work processes. They are team-oriented, dedicated, and process-driven. The Civil Rights Movement and Women's Movement, during this era, sparked the first major discussions on workplace diversity. Source: Howe, N., & Strauss, W. (1991). "Generations: The history of America's future, 1584 to 2069."
Apple Inc. Steve Jobs and Steve Wozniak, both Baby Boomers, started Apple in 1976. They exhibited traits of teamwork and dedication, which later became synonymous with the tech boom of their generation. This era also saw companies like Xerox, focusing on gender and racial equality, often in response to societal changes.
Source: Purdueglobal.edu
1980s-2000s – Generation X:
Born between 1965 and 1980, Gen Xers are the bridge between the Boomers and the digital generations that follow. They are independent, resourceful, and adaptable. The rise of multiculturalism in the 1990s placed a larger emphasis on inclusion and equity in the workplace. Source: Coupland, D. (1991). "Generation X: Tales for an Accelerated Culture."
Microsoft's domination in the '90s is a classic example of Gen Xers at work. Their adaptability was pivotal as they moved from a world without the internet to one dominated by it. This era also saw the rise of employee resource groups (ERGs) which aimed at fostering inclusivity.
Source: Purdueglobal.edu
2000s-2020s – Millennials:
Born between 1981 and 1996, this generation is tech-savvy, values collaboration, and seeks meaningful work. The globalized nature of their world brought DEIB front and center. They demand workplaces that are diverse, equitable, and inclusive. Source: Twenge, J.M. (2006). "Generation Me: Why today's young Americans are more confident, assertive, entitled–and more miserable than ever before."
The launch of Facebook in 2004 by Mark Zuckerberg, a Millennial, is a testament to this generation’s quest for connectivity and meaning. The tech startups of this era, like Google, emphasized culture, diversity, and work-life integration as never before.
Source: Purdueglobal.edu
2020s-Present – Gen Z:
Born after 1997, they are digital natives, entrepreneurial, and value authenticity. They not only expect DEIB in workplaces but actively champion it. They look for belonging in every environment, including the workplace. Source: Seemiller, C., & Grace, M. (2016). "Generation Z goes to college."
TikTok’s explosive growth reflects Gen Z’s craving for authenticity and creativity. Companies today, like Adobe, have DEIB strategies embedded into their core, knowing that Gen Z employees expect and demand such environments.
Source: Purdueglobal.edu
The Evolution of DEIB
DEIB in the Workplace: A History & Need
Historically, the workplace was a reflection of broader societal values. As societies began recognizing the importance of DEIB, it became imperative for organizations to do so as well. The benefits of a diverse workforce, from increased creativity to improved financial performance, are well-documented. Furthermore, an inclusive work environment ensures that all employees feel valued and can contribute fully. Source: Hunt, V., Layton, D., & Prince, S. (2015). "Diversity Matters." McKinsey & Company.
The Evolution of DEIB
In the 1980s, companies primarily viewed diversity as a legal obligation, often doing the bare minimum. By the 2000s, businesses recognized the intrinsic value of DEIB. Netflix's culture, as outlined in their famous culture deck, emphasizes "inclusion over diversity", focusing on creating an environment where different individuals can thrive. Their success in the streaming industry shows the value of this approach. White paper reference: Deloitte’s “The Diversity and Inclusion Revolution” emphasizes that organizations with an inclusive culture are twice as likely to meet or exceed financial targets.
Agile & DEIB: The Symbiotic Relationship
Value Individuals and Interactions:
Agile emphasizes individuals and interactions over processes and tools. This aligns with DEIB by valuing individual identities and fostering meaningful interactions between diverse team members.
How they coexist: Companies like HubSpot emphasize an individual-centric approach. Their "Culture Code" not only promotes Agile in product development but also fosters individual growth and celebrates diversity.
Why needed today: In the era of remote work, sparked by global events such as COVID-19, valuing individuals is more than just about performance. It’s about mental well-being, unique work schedules, and individual challenges. Companies that don't recognize this face productivity losses and high attrition rates.
Implementation idea for past generations: For the Baby Boomers, for instance, a system where employees could suggest process improvements or new tools might have accelerated the tech boom even further. A platform for sharing personal stories and experiences could have integrated DEIB, allowing diverse voices shape the future.
Welcoming Change:
Just as Agile welcomes changing requirements, DEIB encourages embracing changing demographics and perspectives in the workplace.
How they coexist: Adobe, with its shift from software sales to a cloud-based subscription model, embodies agility. In parallel, their Adobe For All initiative strives to create a diverse and inclusive environment, which may have bolstered their capacity to adapt.
Why needed today: The world is changing faster than ever, from technological leaps to societal shifts. Companies unwilling to evolve risk obsolescence. DEIB, in this context, ensures diverse perspectives to navigate these changes.
Implementation idea for past generations: For the Traditionalists, regular Change Days could have been set up where employees experienced roles outside their usual domain, while also engaging in cross-cultural and cross-gender interactions, blending Agile adaptability with early DEIB principles.
Collaboration:
Both Agile and DEIB stress the importance of collaboration. By integrating diverse perspectives, teams can find innovative solutions to complex problems.
How they coexist: Slack, the communication tool, exemplifies this principle. Its channels and integrations foster Agile collaboration. Concurrently, features like user profiles and emojis can be harnessed to express individual identities, fostering inclusion.
Why needed today: The complexity of today's projects necessitates a diverse range of expertise. Collaboration is not just about bringing people together; it's about ensuring everyone's voice is heard.
Implementation idea for past generations: For Gen X, during the rise of the internet, collaborative digital forums (early versions of intranets or chat rooms) could have been used where employees from different backgrounds shared knowledge about emerging tech, while also discussing diversity challenges.
Continuous Feedback:
In Agile, continuous feedback aids in course correction. Similarly, continuous feedback in DEIB ensures that inclusivity efforts remain on track and adapt to emerging needs. Source: Beck, K., Beedle, M., Van Bennekum, A., Cockburn, A., Cunningham, W., Fowler, M., ... & Kern, J. (2001). "Manifesto for agile software development."
How they coexist: Tesla’s frequent software updates, based on real-time data and user feedback, embody Agile's continuous feedback. Tesla’s diversity and inclusion efforts, albeit facing criticisms, highlight the importance of feedback in DEIB too.
Why needed today: The modern consumer is vocal. They share grievances and praise alike. Companies that don't continuously adapt based on feedback risk brand damage. Moreover, from a DEIB perspective, continuous feedback ensures that organizations remain aware of and address systemic issues.
Implementation idea for past generations: For Millennials, in the age of emerging social media, a digital suggestion and feedback box could have been employed. This platform wouldn't just address product/service improvements but also collect feedback on DEIB initiatives, ensuring companies stayed on the pulse of both Agile and inclusion.
Envisioning the Future: A Melting Pot of Generational Wisdom
The dawn of the future workforce is not just about predicting technological advancements or organizational restructuring. It's about embracing a multifaceted reality where five generations - Traditionalists, Baby Boomers, Gen X, Millennials, and Gen Z - come together, bringing a spectrum of experiences, values, and skills to the table. This cross-generational melting pot offers a unique opportunity to meld traditional knowledge with modern innovation, creating a harmonized blend of perspectives. As Agile practices prioritize adaptability and iterative progress, this multi-generational dynamism could be its greatest asset. With each generation having faced its distinct challenges, they bring resilience, innovation, diverse problem-solving approaches, and a wealth of knowledge, all crucial for Agile's adaptive nature.
Moreover, DEIB, when holistically integrated, can become the backbone that supports this generational amalgamation. A commitment to Diversity, Equity, Inclusion, and Belonging ensures that the voices and strengths of each generation are not just recognized but celebrated and leveraged. It's a future where a Gen Z digital native collaborates with a Baby Boomer, who brings decades of industry knowledge. Where a Millennial's passion for purpose-driven work melds with Gen X's adaptability and the Traditionalist's resilience. This isn't just a utopian dream; it's the next frontier in organizational excellence. By championing both Agile and DEIB, the future workforce is set to be a powerhouse of innovation, inclusivity, and unparalleled collaborative strength.
Envisioning the Future: A Melting Pot of Generational Wisdom
The dawn of the future workforce is not just about predicting technological advancements or organizational restructuring. It's about embracing a multifaceted reality where five generations - Traditionalists, Baby Boomers, Gen X, Millennials, and Gen Z - come together, bringing a spectrum of experiences, values, and skills to the table. This cross-generational melting pot offers a unique opportunity to meld traditional knowledge with modern innovation, creating a harmonized blend of perspectives. As Agile practices prioritize adaptability and iterative progress, this multi-generational dynamism could be its greatest asset. With each generation having faced its distinct challenges, they bring resilience, innovation, diverse problem-solving approaches, and a wealth of knowledge, all crucial for Agile's adaptive nature.
Moreover, DEIB, when holistically integrated, can become the backbone that supports this generational amalgamation. A commitment to Diversity, Equity, Inclusion, and Belonging ensures that the voices and strengths of each generation are not just recognized but celebrated and leveraged. It's a future where a Gen Z digital native collaborates with a Baby Boomer, who brings decades of industry knowledge. Where a Millennial's passion for purpose-driven work melds with Gen X's adaptability and the Traditionalist's resilience. This isn't just a utopian dream; it's the next frontier in organizational excellence. By championing both Agile and DEIB, the future workforce is set to be a powerhouse of innovation, inclusivity, and unparalleled collaborative strength.
"How to Manage a Multi-Generational Workforce" 2022 Survey and Report, KP Companies
Conclusion
In conclusion, as the workplace has evolved with generations, so has the understanding and implementation of DEIB. Agile practices provide a natural framework to support and enhance DEIB in the modern workplace. By appreciating the journey through generational shifts and leveraging Agile principles, organizations can build a future that is not only adaptive and responsive but also diverse, equitable, inclusive, and ensures a sense of belonging for all.
So embracing agility and DEIB concurrently isn't a mere trend but a necessity. Their combined power ensures businesses are adaptive, innovative, and most importantly, human-centric. As we glean insights from the past, we pave the way for a more inclusive and agile future.
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