WesleyLife's DEIB (diversity, equity, inclusion, and belonging) focus is an important component of who we are as an organization. Employing workers of all ages contributes to our DEIB strength, and in honor of National Employ Older Workers Week September 23-27, some team members share what an age-diverse workforce means to them. (We'll be adding additional thoughts as the month progresses, and we'd love to hear yours! If you'd like to share, send Lisa Ryan a note.)
Amy Knight, director of people and culture, WesleyLife at Home:
"Diversity in a workforce is really important, whether it’s about gender, religion, ability, culture, race, age, or any other difference we have. Right now, having a mix of generations in senior living and healthcare is especially critical.
"I have two sisters who are Baby Boomers, and I’m among the oldest in the Gen X generation. Our mom, who lives in independent living, is part of the Silent Generation. We all have different expectations and perspectives on aging.
"By having multiple generations in our workforce, we can identify the needs our clients have and also find ways to meet those needs that aren’t just improvements but completely new innovations.
"Older workers are a huge asset on our teams because they can bring a steady hand with their experience. They’ve seen a lot can offer great advice and mentorship. It’s important to have the perspective of older workers represented along with ideas from younger colleagues or we might miss out on an opportunity to innovate and problem-solve.
"There is a lot of mutual learning and mentorship between older and younger workers that is so beneficial. Our clients certainly benefit, but I love when you can see the team members benefit personally from learning from each other whether it’s a new skill, viewpoint, or experience of working with another person."
Molly Ernst, marketing coordinator:
"There are so many ways that guidance from more experienced team members makes things run more smoothly. At the most basic level, understanding the 'who's who' of the organization, who needs to be cc'd on an email, which stakeholder needs to sign off on a decision first, which team keeps records that will answer your question. All of that institutional knowledge comes from more experienced team members.
"There's a stereotype (that in my experience rings true) that every company is really run by an older woman who works in administrative support. My first full-time office experience was at a start-up with very few older team members, and it felt very unstable most of the time. When I started at WesleyLife, I felt so supported, both personally and professionally, in a way I hadn't known I was missing. Having professional mentors, I can see my skills and role growing.
"Working with team members from every generation has also benefited me personally, with life advice and reassurance through difficult times. And being less stressed over personal life changes also makes it easier for me to focus on my work. The relationships I have with my coworkers are some of my closest friends. We bond over baking, TikTok, new shows, music. More than anything, we bond over the work we do, serving others. It doesn't matter that we aren't all in the same stage of life, or what generation we belong to."
Julie Christensen, director of marketing and communications:
"Despite previously working for a tech start-up where I was one of the oldest people on the team, I was apprehensive about ageism when I decided to seek a new role in my mid-50s. I was worried my graying hair and long work history may lead potential employers to believe that I wasn’t the right person for the job based on ageism instead of reality. Would they label me as overqualified, lower-energy, resistant to change, less technically savvy, or not in it for the long haul? It was a bit daunting.
"I had some ideas, mostly fear-based, to deal with my concerns. I could dye my hair. I could update my LinkedIn profile with a younger photo. I could truncate my work history on my resume and not include dates for my education. My craziest, or perhaps most creative, idea was that I could change my name on my resume and LinkedIn profile to Julia because you rarely meet a 'Julie' who wasn’t born in the 1960s or early '70s.
"I didn’t end up doing any of those things. Instead, I started looking for employers that would appreciate my extensive experience and honed skills, while also extending ongoing opportunities to learn and grow.
"I found what I was looking for at WesleyLife. I began to realize that WesleyLife was likely age-inclusive when I visited the organization’s website. While I was drawn to their mission of supporting 'the independence, health and well-being of older adults wherever they call home,' it was the vision of becoming 'the most dynamic and inclusive champion to revolutionize the experience of aging' that gave me the most peace about potential ageism in the hiring process.
"That sense of peace grew as I progressed through the interview process and got a deeper understanding of the organization and its leaders and team members. I’m thrilled to be here and to play a role in advancing WesleyLife's mission and vision."
