In the world of behavioral and mental health treatment, positioning your organization to be prepared for the future requires you to harness the power of your most valuable asset: your people. But not just any people – a diverse, multigenerational workforce that brings together the wisdom of experience and the energy of fresh perspectives.
Your organization may be faced with the challenge to comply with healthcare regulations that increasingly emphasize diversity and inclusion. At the same time, you might be facing resistance to DEIB (Diversity, Equity, Inclusion, and Belonging) initiatives from some staff members. Diversity, Equity, and Inclusion (DEI) initiatives are increasingly recognizing the importance of generational diversity. While traditional DEI efforts often focus on race, gender, and ethnicity, age diversity is also critical. Organizations are beginning to understand that including various generations in their workforce enhances innovation, problem-solving, and decision-making.
Let’s take a journey through the landscape and benefits of a multigenerational workforce and explore how they can transform your addiction or mental health treatment facility.
The Generational Mosaic
Your workforce may include people from different generations – from Baby Boomers to Millennials and Gen-Z. While generational diversity may pose challenges, a study by the Boston Consulting Group found that companies with above-average diversity on their management teams reported innovation revenue 19 percentage points higher than companies with below-average leadership diversity. In the context of addiction treatment, this could mean the difference between stagnation and breakthrough therapies that change lives.
For example, picture a team meeting at your addiction treatment facility or your corporate headquarters: a Baby Boomer counselor with 30 years of experience shares insights on the recurring patterns she’s observed that need to be addressed to improve long-term recovery success. The Gen X clinical director connects these observations to evidence-based practices like Cognitive Behavioral Therapy and Motivational Interviewing. A Millennial staff member then proposes integrating a smartphone app for daily check-ins and mood tracking, explaining how it could enhance accountability between sessions. The Gen Z marketing intern suggests leveraging TikTok to create short, engaging videos about addiction myths and recovery tips, potentially reaching younger individuals struggling with substance use before they need intensive treatment. This collaborative approach not only improves your current treatment protocols but also expands your center’s reach and relevance across different age groups.
A recent study at George Mason’s Geriatrics Workforce Enhancement Program on ageism in healthcare showed the value of “reciprocal relationships” or reverse mentoring as combatting ageism and the generational divide. One of the study authors was quoted as saying: “The program served to defy existing stereotypes especially for younger medical students who may not have had experience working with older adults. Building relationships with an older mentor helped them to gain a better understanding and much-needed perspective of older people, which will hopefully translate into better provision of care for this population.”
In reverse mentoring, junior staff mentor more seasoned members of staff on technology and digital literacy while advancing their own leadership skills and experience. Newer staff may also have more recent training in cultural competence or more direct experience with diverse populations. Overall, reverse mentoring promotes understanding between the generations, fostering a more inclusive, collaborative culture. While not all older workers struggle with technology, and not all younger workers lack professionalism, by creating opportunities for staff to work together on projects, you’ll help dispel these myths and build a more cohesive and inclusive team
Breaking Down the Benefits
The advantages of age diversity go beyond just innovation. Let’s talk about employee engagement and retention – crucial factors in an industry known for high burnout rates. According to a Deloitte study, millennials intending to stay with their employer for more than five years were twice as likely to have a mentor than not. By creating opportunities for cross-generational mentorship, you’re not just transferring knowledge – you’re building loyalty and stability in your workforce.
This stability translates directly to patient care. In the addiction treatment field, continuity of care can make or break a patient’s recovery journey. When your staff feels valued and engaged, regardless of their age, they’re more likely to stay with your organization, providing the consistent support that patients need.
The AARP reports that 74% of older workers are considered “very proficient” in reliability and professionalism, while 70% of younger workers excel in technology use and adoption. In the context of addiction and mental health treatment, this blend of skills can be transformative. Imagine combining the trust-building abilities of experienced counselors with the tech-savvy of younger staff to create comprehensive, modern treatment plans that resonate with patients across all age groups. For example, in a treatment center I personally worked in, an innovative counselor connected with clients by teaching them surfing, which was not originally part of their treatment plan but was very successful
Building a Business Case for DEIB: Benefits for All
Integrating diversity, equity, and inclusion (DEI) initiatives within your organization can yield significant benefits across various domains, from business performance to staff satisfaction and managerial effectiveness.
Studies show that 57% of workers generally want to work beyond the traditional retirement age. For the first time ever, 5 generations are working side by side and emerging research is showing that this can be a powerful growth factor for companies. In the US alone, elders generated almost $8 trillion in 2015; projected to be $13.5 trillion by 2032. New research is showing that companies with multigenerational workforces create a substantial competitive advantage – creating more stability, a more robust pipeline of talent and aiding in the retention of knowledge needed to train incoming employees.
Compliance as an Opportunity
While meeting regulatory requirements might seem like a box-ticking exercise, it’s an opportunity to position your organization for the future as a leader in the field. The Joint Commission’s standards requiring cultural competence and effective communication align perfectly with the benefits of a multigenerational and diverse workforce. By proactively embracing all forms of diversity, you’re not just complying with regulations – you’re exceeding them and setting a new standard for care in the addiction treatment industry.
SAMHSA’s emphasis on cultural competence in addiction treatment extends to age diversity as well. By building a team that reflects the varied demographics of your patient population, you’re creating an environment where patients feel understood and represented, potentially improving treatment outcomes.
As we navigate the complexities of work shortages in addiction and mental health treatment, the power of a multigenerational workforce becomes clear. It’s not just about having different ages in the room – it’s about creating an environment where wisdom and innovation cross-pollinate, where experience meets fresh perspective, and where every team member feels valued for their unique contribution.
By embracing generational diversity in the workplace, you can build a stronger organization that is dynamic and adaptable and can meet the evolving needs of patients, comply with regulatory requirements, and lead the way in innovative care approaches.
