In the era of AI and change, organizations will need to create a Human Intelligent (HI) Workplace by ensuring there is collaboration among diverse team members (Part 4)

human intelligent workplace

Human Intelligent (HI) Workplace
Helping Leaders Help Themselves

April 1, 2024

A Human Intelligent (HI) Workplace is defined as one where leaders model effective leadership behaviors by creating an organizational culture where the workers’ experience is one of being engaged while collaborating with their diverse team members.

It is a workplace where the workforce feels psychologically safe when raising different perspectives, taking risks, being innovative, and/or being creative. It is a workplace where the workforce feels listened to and understood by their leaders. It is a workplace where the workforce finds fulfillment in the work they do and in the organization they work in.

As you can read, the fourth component that can enable a Human Intelligent Workplace is creating an environment where everyone can collaborate and maximize the advantage of being part of a diverse team.

There is increasing diversity in the workplace. There are now five generations in the workforce, with the older segment changing the paradigm of what it means to be an older worker in the workplace. This is not to say that ageism does not exist. However many are challenging this bias, and the global labor and skills shortage is making the aging workforce an important part of organizations and also a growing segment of consumers.

Presently, 60-year-olds outnumber 5-year-olds and will soon outnumber 18-year-olds. They represent a $60 trillion market share and would be 17th in the world if they were a country by themselves from a GDP perspective. They have now created the legacy career segment which is from 50-75 years of age. And recently it was highlighted that 75-year-olds are the fastest growing segment of workers in the U.S. Partly because of their financial need and partly because they want to and can.

Add to this that the younger generations are increasingly Latino, African-American, and Asian in the U.S. Latinos in particular will make up 78% of the new U.S. workers between 2020 and 2030 and in turn maintain some youth in the U.S. while the rest of the world continues to face challenges with an aging society. The average age for Latinos in the U.S. is 27 and for non-Latinos is 40 while making up 25% of the U.S. workforce.

These changes will present challenges and opportunities for organizations. How leaders and their organizations capitalize on these changes will differentiate them from the competition. Evidence is abundant regarding the positive financial impact for organizations that capitalize on their increasingly diverse workforce.

Part of the change is for leaders to understand that we all have biases and in some cases, they get in the way of being effective leaders. They need to ensure that they don’t let biases minimize their leadership effectiveness. Biases such as distance lead us to prefer those who work close to us over those who are not nearby. Something very important to consider with a growing remote and hybrid workforce. These and others can negatively impact a leader’s interaction with their increasingly diverse workforce if they are not careful.

For you as a reader and/or leader to consider if your organization is a workplace where leaders ensure collaboration among their increasingly diverse workforce, you might want to consider the following questions:

In order for you as a reader and/or leader to consider if your organization is a workplace where leaders ensure collaboration among their increasing diverse workforce, you might want to consider the following questions:
1. Is your organization a place where your leaders are ensuring inclusion and collaboration with your diverse workforce?
2. Does your workforce believe that your leaders encourage collaboration among their diverse workforce?
3. Is your organization a model for a diverse workplace?

How you answer these questions and in addition gain insights from the rest of the organization will only help in ensuring your organizational culture is one of a model diverse workplace.

Reach out if you’d like to discuss ways to assess your organization to determine if and what sort of plan you need to develop.

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