Supporting Age Diversity and Intergenerational Cooperation for Creating a Suitable Work Environment

The phenomenon of an employee shortage, manifesting in both quantitative and qualitative dimensions, is not unique to Czech organizations, and its impacts are expected to intensify in the future. Demographic trends indicate that organizations will lack enough employees of working age, making it necessary to pay attention to employees' work-life balance, their stabilization, and fair and equitable treatment. Supporting age diversity and intergenerational cooperation is essential for addressing the sustainability of businesses and human resources. The aim of this article is to evaluate the application of age diversity in organizations with respect to their size and to identify the priority aspects of supporting age diversity. Data were obtained through quantitative research using the Computer Assisted Web Interviewing method (n = 183) and analysed using the chi-square test at a significance level of 0.05. Based on the results achieved, it can be summarized that only 54.6% of the surveyed organizations address age diversity and approaches to support intergenerational cooperation. The priority aspects of supporting age diversity were identified as factors related to setting the work-life balance and organizational climate. The article presents managerial implications for supporting age diversity and intergenerational cooperation.