As mentioned previously, millennials have access to global information. This accessibility to information has helped shape their global perspective. In addition, millennials are the most inclusive and diverse generation in U.S. history (Keeter 2009). Because of their diversity and access to global information, millennials’ attitudes and experiences with race are dramatically different from earlier generations. There is essentially universal acceptance among millennials. Ninety-four percent of millennials approve of interracial dating and marriage, versus just 56 percent of white 18- to 25-year-olds polled in 1987-1988 (Pew Research Center 2007).
This tolerance bodes well for millennials in the workplace. Millennials are more willing to work in teams and create better working relationships with their peers. Semi-autonomous and self-managed work teams have been shown to enhance innovation, increase productivity, and lower personnel costs (Lawler and O’Toole 2006). Because of this, organizations are realizing the added value of millennials’ desire and ability to cultivate collaborative working environments.
Millennials’ acceptance to different races, ethnicities, gender, and sexual preferences have permitted them to communicate across boundaries that were set by previous generations. This openness has allowed for greater communication and collaboration in the workplace. In addition, millennials’ ability to not only foster this type of collaboration but prefer it, has prompted organizations to take a closer look at how they design responsibilities, work teams and groups for the millennial generation. Organizations are realizing that understanding the desires and expectations of the millennial generation will be vital to their ability to develop strategies to better engage them.
Do you want to read the entire whitepaper on Millennials in the Workforce: Creating a Mutually Beneficial Relationship? Download it now: http://go.kpaonline.com/millennialspdf