Collaborative project for student success course

4.  They suffer homophobia and discrimination
almost their whole lifes.
 School experience for GLBTQ young people can
be negative.
 LGBTQ young people are more likely to start
using drugs, self harm or attempt suicide.
 A person’s sexuality is constantly changing and
can vary throughout different periods of their
lifes.

5. Homophobia

6. How Sexual Diversity is Evolving?
 Schools are educating students against
homophobia, bulling and discrimination
against LGBTQ.
 Now we have laws and policies that prohibit
sexual orientation discrimination in
workplaces.
 Society is learning to accept and respect
LGBTQ people.

7. Sexual Diversity Impact
 9 States in the USA has legalized gay
marriage.
 Massachusetts, which became the first state
to legalized gay marriage has the lowest
divorce rate in the country.
 The William Institute at UCLA Law School
estimated the positive economic impact of
legalizing gay marriage in New Jersey.

14. Age Diversity

15.  Age diversity is everywhere you look. It exists in
classrooms due to a late start or top performers who
moved more quickly through the grades.
 It exists at the grocery store, church, gym, work place
and more.
Age Diversity

16.  By recruiting from a bigger pool of talent, you will achieve a
more dynamic and mixed age workforce.
 You will tap into a richer area of skills, experience, and
knowledge.
 Access to experience and proven skills
 A workforce that matches closely the profile of your customers.
 Older workers have a better attendance record than young
workers
 Older workers are more flexible in accepting change in
occupation and earnings.
 Older workers are more flexible and able to work part time.
 More experienced senior workers are more appreciative of
matters such as; work ethic, judgment, commitment to quality,
low turnover, attendance and punctuality.
Recruiting

17.  Age diversity is broken into four groups in the
workplace.
 Traditionalist (born before 1946)
 Baby boomers (born 1946-1964)
 Generation Xer’s (born 1965-1981)
 Millennials (born 1982-2000
Four Groups

18.  The number of mature workers will steadily increase
in the years to come Workers ages 55-64 will increase
36.5% when compare to 2006. Even more dramatic
increases for the ages 65-74 and those 75 and up- a
big 80%
Numbers Increasing

19.  The mature worker workers, which are the
traditionalist and the baby boomers, are described as
loyal and hardworking, but dinosaurs when it comes
to technology.
 Younger employees, which are the generation xer’s
and the millenials, are described as innovative, but
disrespectful and lazy.
 These are stereotypes that can lead to conflict and
turmoil in the workplace.
Division in the Workplace

20.  Let’s rethink loyalty. Mature workers value company loyalty
 Some younger workers are loyal to a boss, a team, a project
but not necessarily a company.
 Loyalty is expressed differently and needs to be valued and
understood through different eyes.
 Understand that young or old, we all share some of the same
core values. Family is important to both mature and younger
generations.
 Try to communicate to all generations. Young people consider
technology to be an essential part of their lives.
 Everyone wants to be respected. Mature and experienced
people want to know that their ideas have weight, and that
they can still be taken seriously. Younger people want to be
respected for their skills and talents.
Solutions

21.  Age diversity is a reality in todays workplace and will
only increase in the future. Transferring knowledge
from one generation to another is a key component in
learning. We have to communicate with one another
to thrive and be successful in the workplace.
Knowledge and Success

22. Age Diversity

24. About Age Diversity
• Age Diversity has been happening
for along time in many companies.
The reason why is because some
companies believe that older and
younger workers have different
establishments from one another.

25. Older Workers
• Portrayed as Loyal
• Most Hardworking
• May need more breaks than
others
• Believe that maturity comes from
older workers