Youth Culture: The next workplace bias to overcome

I have been blessed to work for a number of companies noted for their excellence and leadership position. Talent was the most notable factor in the success of these companies. With a career that has spanned decades, I witnessed first hand how companies faced the opportunity and challenge of increasing the diversity of their work force.

In the mid-eighties, I recall during one diversity training workshop, a boss of mine remarking that our company consisted entirely of WASPs. When I replied that in fact I was an Italian-Irish Catholic, his reply was, "Having gone to Harvard Business School, you are in practice, a WASP..." Women, people of color, gays and the disabled all faced enormous obstacles to their advancement. While progress has been made, much more can still be done.

The next workplace bias in my view, which must be addressed is towards young people, particularly those in their twenties. Let's face it, these young adults have a very different sense of fashion, behavior and interest, which often clashes with the typical workplace norm. Does your company have a dress code? Then how is it applied to a tattoo, piercing or an unshaven face? Does your company have standard work hours? Then how will someone fit in who prefers to work from 10am to 3pm and then return to work after dinner? Does your Company expect everyone present at meetings? How about someone, who is a huge contributor but prefers to work remote and communicate via text message?

Take a test of your tolerance by making a hypothetical choice between two candidates who have the same credentials on paper -- one fits the typical company profile and the other is more Lower East Side. You may be like most companies who in my opinion, would choose the candidate with the more "acceptable" model of professionalism. This would not be to your advantage for the two reasons.

First, the U.S. workforce will soon face a major shortage as baby boomers begin to retire. You need more young workers. And second, the pierced or tattooed candidate may in fact be the more qualified person. If companies restrict their hiring practices to those who look "normal" or "safe" then they are arbitrarily reducing the pool of candidates. In the end, they will wind up being less competitive.

I am now helping run a start up. I an continually amazed by the talent available to us -- many of these contributors are under 30. They are bright, creative, entrepreneurial and productive. But, they do not come from central casting.

One of our potential partners, Lori Leven, just happens to also run a world famous tattoo and piercing parlor named New York Adorned. New York Adorned also sells antique and imported, high end jewelry from India. link

Our technology consultant (serving as our tech department) is run by a tattooed, Krishna devotee and young father of three -- who just happens to do outstanding web design and development. His award winning company is named Blue Fuse and does elegant and highly functional design for a wide range of clients. link

And, we recently produced a series of web videos with a film production company called Chop Wood Carry Water run by the award winning team of Eddie Boyce and Doug Karr. Eddie and Doug visit the office almost every day including Sundays but rarely show up before noon and leave long after midnight. They have produced documentaries, short films and commercial projects such as advertisements and video press releases. link

So, if you are looking for talent or are in need of a partner, expand your field of vision and include younger candidates whose talents may surprise you -- more than their looks distract you.