Generational Diversity: Bridging the Generational Gap

Generational diversity refers to the differences in values, attitudes and behaviours that exist among people from different generations in the workplace. By embracing generational diversity, organisations can benefit from a broader range of ideas and solutions, leading to more innovation and creativity.

Gleneagles Hospital Hong Kong and IHH India are launching generational diversity initiatives with the goal of enhancing patient-centric innovation, building a healthy talent pipeline and overcoming age-based discrimination.

Gleneagles Hospital Hong Kong

Gleneagles Hospital Hong Kong has pivoted its recruitment strategy to focus more on fresh graduates and nurses. This is for multiple reasons: to meet the nursing shortage, to groom future nursing leaders and fresh talent from within, and to enhance the current generational diversity mix.

IHH India

IHH India conducted a study on intergenerational workforce in 2022 to understand differences among different generations at its workplaces and to develop an action plan to create greater multigenerational inclusion.


  • Born: 1920-1945
  • Unsure and wary
  • Very rarely in active employment today
  • Born: 1945-1960
  • Believes in the concept of lifetime employment
  • Accounts for 20% of today’s workforce
Gen X
  • Born: 1961-1970
  • Believes in the power of change
  • Accounts for about 25% of the workforce
  • Born: 1971-1980
  • Confident India’s cohort
  • Constitutes 29% of the workforce in India today
Gen Y
  • Born: 1981-1990
  • Feels less guilt in being an aggressive consumer
  • Constitutes about 26% of workforce
Source: Generational Diversity in the Indian Workforce: An Exploratory Study


The results of this study prompted IHH India to take the following actions:
  • to create an inclusive work environment that appreciates differences and acknowledges interdependencies
  • to educate its employees on working with different generational cohorts
  • to retain high-potential talents through extension of contracts for older employees
  • to consciously overcome age-based discrimination (in selection, retention and career movements)
  • to upskill its older employees
  • to modify its work profiles based on age and skillsets
  • to design its processes and policies with a multi-generational workforce in mind