Bridging Generations: Designing Inclusive DEI Strategies for A Multi-Generational Workforce

This thesis explores how generational differences impact the effectiveness of diversity, equity, and inclusion (DEI) initiatives in the workplace, focusing on how Baby Boomers, Generation X, Millennials, and Generation Z perceive and engage with DEI training. By examining generational preferences in training formats, communication styles, and post-training engagement, the research underscores the importance of tailoring DEI strategies to meet diverse needs. Through a systems-oriented approach, this research advocates embedding DEI into organizational culture via onboarding processes, mentoring programs, and employee resource groups, ensuring sustained cross-generational engagement. It highlights the value of in-depth, structured training sessions for older generations and flexible, digital learning modules for younger employees, emphasizing the necessity of a hybrid approach. Furthermore, it stresses the role of transparent communication and ongoing dialogue facilitated by leadership and ERGs in maintaining inclusivity across generational divides. This research contributes to DEI scholarship by connecting generational attitudes, behaviors, and perceptions to training outcomes and offers practical recommendations for creating inclusive, collaborative work environments. By bridging generational gaps in DEI practices, organizations can foster an authentic, adaptable, and equitable workplace culture that aligns with the expectations and values of all employees. This thesis invites future research to establish a concrete relationship between generational differences and DEI training efficacy, exploring which strategies resonate most effectively to inform more targeted and impactful interventions.