Annual HR Directors' Retreat: Managing across the generations

Past HR Network Event

2 May 2018

Event resources

View the slides (for HR Network members)

Slides

New Leadership Rules
Gareth Jones, Founding Partner, Creative Management Associates

The intergenerational impact of state and private pensions
Chris Curry, Director, Pensions Policy Institute

Employee engagement and the generations
Duncan Brown, Head of HR Consultancy, IES

Good work for all ages: the case for action to support older workers
Patrick Thomson, Senior Programme Manager, Centre for Ageing Better

Intergenerational workplaces: Embracing diversity and inclusion
Sarah Maskell, Wing Commander, Royal Air Force

Managing across generations: The leadership challenge
Maureen Scholefield, Managing Director, Cullen Scholefield

This workshop covered such topics as:

  • The intergenerational workplace, now and in the future.
  • The end of retirement? Pension policy for old and young.
  • Case study: The Royal Air Force.
  • Learning and development in a multi-generational workforce.

Speakers

Chair: Stephen Bevan, Head of HR Research Development, IES

Duncan Brown, Head of HR Consultancy, IES

Chris Curry, Director, Pensions Policy Institute

Gareth Jones, Founding Partner, Creative Management Associates

Sarah Maskell, Wing Commander, Royal Air Force

Maureen Scholefield, Managing Director, Cullen Scholefield

Patrick Thomson, Senior Programme Manager, Centre for Ageing Better

Event details

There is a growing consensus that convenient labels such as ‘Millennial’ and ‘Baby Boomer’ can grossly over-simplify and sometimes trivialise the real challenges posed by intergenerational diversity at work. Up to a point, these challenges have been with us for decades. However, changes to retirement policy; the expansion of over-65s at work; the growth in graduate numbers; the increase in ‘precarious’ work; and the more dominant centrality of ‘work-life balance’ in the psychological contract, have all made the context for intergenerational working more complex to manage.

Modern, multi-generational workplaces are, for example, having to find new ways to manage knowledge assets and to ‘curate’ and transfer them to best advantage. They are also thinking again about the adequacy of their traditional approaches to talent management, reward and career development. This year’s ‘Retreat’ will allow HR directors to reflect with their peers on how the HR profession can exercise more proactive stewardship over the multi-generational resources at their disposal.