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Age diversity is a critical component of a productive and inclusive workplace.

Companies that accept people of all ages are more likely to flourish, given that the average workplace currently has members from at least four generations.

Disability inclusion at work entails more than just hiring disabled persons. All employees' strengths are valued in an inclusive workplace. It ensures that employees with impairments, whether visible or not, have an equal chance to succeed, learn, be fairly compensated, and grow. True inclusion entails accepting and valuing differences.

Suggestions to improve the working conditions:

Improving infrastructure

Delivering training sessions  awarness and inclusive programmes.

Transport facilty and safety.

Including Ex Army personnel to our workforce.

Sucession planning can be done by the team to evaluate the younger talent group.

The Leadership team can be young too.

Mentorship programms with the leadership and the employees can be performed.

Inclusive fun activities for all age groups and disabled members of the team.

Done by:
Ashley George
Anusha Sugunan
Jerine Jose

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With the existing dynamics it is of the utmost importance that we include members of multiple genders, as it increases the ideas and views of the group or the organization. And with the increase in the gender diversity in a group so does the world vie along with the idea pool and productivity.

Some strategies we identified are:

1. Mandate a gender diverse percentage in every levels of the organization and groups.

2. Educate and make the general public aware of the different types of gender and their ideas. And take surveys to understand the public and improve upon the method to make them more aware.

3. Policies that make it convenient for all the members of different gender groups to work in the organization. (Eg: Gender neutral bathroom etc., or use of gender neutral terms.)

Johny 2128606
Ashwin 2128605
Noel 2127618

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Team Members
Chippy Prasad (Kerala)
Aparna Singh(Patna)
Vidhi Juneja(Delhi)

Problems Identified :
1. Language Barrier
2. Beliefs and Values
3. Disintegration across teams
4. Insensitivity( Acceptance & Respect)

Strategies/Solutions Proposed:
1. Engish as a common language should be used in formal meetings. ( No local language should be used)
2. Cultural/Ethnic day should be celebrated
3. Games, cross-cultural teams hiring should be done.
4. Gifting on festivals, rewards, and recognition.

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Instilling Interest (changing technology) - Workshops, User friendly interface operations, Team projects.

Action learning - "We see we remember, We do we understand, We reflect we learn" - Healthy internal competition (case study, stimulation, role play).

Being older workforce as mentors ( including retired members). Meaning and purpose given by mentors.

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1. Change start from the top
2. Change your mindset around what is possible.
3. Right of each disable person to work with his/her educational qualification without any barrier.
4. Creating awareness about company's policies regarding diversity practices.
5. Baseline assessment of accessibility and reasonable accommodation for conferences and events.

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Group Members- Aarathi Rajesh, Aparna Anand, Neola Rego

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A multigenerational workforce is a group comprised of people from several generations. The average lifespan for humans has been increasing, so more individuals are choosing to work well past the typical retirement age.

Benefits
1. Increased Productivity
2. Stronger talent pipeline
3. Greater diversity of skills and outlook
4. Better retention of experience and know-how
5. Increased resilience
6. Better access to a multi-skilled team

Strategies
1. Discrimination and diversity awareness programs to reduce disparities among employees
2. Using inclusive language. Address the employees by their second name irrespective of their age
3. Avoid negative stereotypes by not assuming an employee's intellect based on age.
4. Work on your Employee Value Proposition (EVP). Value each employee based on their performance and value outcomes and not age.
5. Fine-tune your inclusive hiring process.
6. Collect feedback. Feedback can explain the areas that require more attention and suitable steps can be taken to address the specific issue.
7.  Create learning opportunities

Summary

Discovering how to manage a multigenerational workforce certainly has its challenges, but it is also rewarding for your organization. Leveraging the age-related differences provides a sound talent pipeline to support business sustainability. The key is to communicate openly, honestly, and transparently to build an atmosphere where people feel included and respected. This provides a positive employee experience and enables individuals to fulfill their professional needs and potential.

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Strategies for adopting  Multi Generational Inclusion

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Strategies for adopting  Multi Generational Inclusion

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1. Diverse Age Quality Circles

2. Customized Communication Styles

3. Multi Generational Recruitment

4. Employee Retention Practices

5. Generationally Diverse Projects

6. Create a comfortable and inclusive workspace

AGE IS JUST A NUMBER AND THIS NUMBER CAN BE CONVERTED TO PROFITS WITH THE MULTI GENERATIONAL SKILL SETS, SO DONT EXCLUDE BUT INCLUDE!!

Rishika.R
Shalini. Chakraborty
Suvetha . Sekar

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1. Changing Our Culture and Priorities.     It should be part of the organisational DNA.

2. Onboarding Sensitisation.                 The importance of including PWDs must be explained to newly recruited employees during onboarding process.

3. Accessibility and infrastructure.           Build Ramps instead of staircase   Develop accessibility labs.

4. Collaboration with other organisations.

Group Members 2128242-Piduru Kavya Sritha Reddy     2128243-Kshamata Pisal
2127643- Kanchan Khubnani

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1. As managers, we should commit to diversity, inclusion and the environment throughout the supply chain of the company/business.

For new tenders, suppliers should be asked to demonstrate policies and procedures supporting diversity in the workplace, including gender, ethnicity, LGBT+, age and disability.

2. Use inclusive language: Gender-neutral terms.
Using inclusive language in your job descriptions is imperative if you want to attract more women to your organisation. Avoiding gendered language like masculine words such as dominant and challenging or specific pronouns can discourage women and LGBT candidates from applying to your job roles.

Instead of saying hey guys, say everybody!
Instead of saying chairman, say, chairperson.
Use gender-neutral (they/them) pronouns if you have not asked a person for their pronouns.

It makes everyone feel welcome, no matter their identity.

3. Core company values

Expressing your core company values can help to attract diverse talent, as long as our company values reflect a business environment that is inclusive to everyone. Applicants will always look to access and view our company values before deciding on applying for a job role or not. People today are looking for a great place to work that allows for opportunities to progress and a healthy life-work balance. Therefore, showing how inclusive and diverse you are or demonstrating how you are implementing diversity and inclusion strategies to improve can aid success when employing.