Piercings, Tattoos and Green Hair, Oh My

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Piercings, Tattoos and Green Hair, Oh My!

• Engaging Youth in Business

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What are young people looking for?
What do they value? What are their
priorities? What kinds of roles can young people
realistically play in business?
What strategies can be used to attract and retain
more young people in your business? What are
others doing to get and keep youth involved?
Resources
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What are young people looking for? What do they
value? What are their priorities?
Which of the following is most important to you
in a job? Job security 30 Challenging
responsibilities 24 Task Variety 20 Direct
responsibility over tasks 9 Opportunities for
promotion 8 (from Chips and Pop)
If you had to choose between a higher salary or
great job security, which would you pick? Age
18-30 higher salary 40 job
security 60 Age 31 higher salary 25
job security 73 (from The New Canada)
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Most desired workplace benefits Basic
dental/medical benefits 74 Extended leaves
55 Paid training 51 Flexible work
hours 48 Up to date technology 40 Casual
dress 23 (from Chips and Pop)
Which would you prefer earning more money, even
if that meant working more hours each week or
having more time for yourself and your family,
even if that meant earning less money? Age
18-30 more money, longer hours 23 more
time, less money 75 Age 31 more money,
longer hours 17 more time, less
money 79 (from The New Canada)
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Benefits, Challenges, Differences- Gen X vs Gen
Y vs Boomers

• Network based / global friendships
• Tolerance and acceptance of new cultural norms
• Global views and knowledge
• Techno-savvy
• Focus on values
• Entrepreneurial interest and spirit
• Work life
• Seeking work/life balance

• Loyalty to people, not places, jobs or
  institutions
• Transience
• The search for cool
• More education, less experience in field of
  interest
• Entitlement
• Postponing marriage and kids

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Engaging the Assets that Youth Bring to the
(Business) Table

• Use youths network of connections to reach the
  tribes of young people
• Design positions and experiences that are not
  long term, and that can be taken on part way
  through by someone new
• Ensure your company models itself on current
  cultural norms and that your employees and the
  public know it
• Support lifelong learning/training opportunities
  for employees

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• Highlight and connect employees and the public to
  the values of your business and/or articulate
  what the values of your business are
• Figure out what is unique and cool about your
  business and market that to young people
• Use marketing, technology and business techniques
  that speak to younger people blogs, websites,
  SKYPE, YouTube, Facebook, Tribe.net, etc
• Ensure your business is a positive place for
  employees if your employees are happy, you will
  have a greater chance of attracting and keeping
  better employees.

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• Ask young people what they think will work for
  your business and how they would recommend
  engaging youth.
• Be clear on what input and ideas are wanted and
  then act on their input or explain why you arent
  going to.
• Develop and communicate realistic expectations
  for youth involvement.
• Dont put young people in a token youth
  position if you want them involved, get them
  genuinely involved.

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What are other businesses and sectors doing?
Strategies and Ideas for Engaging Young People
in Business

• Co-op / practicum / internships-- practical work
  experiences
• Training Programs
• Mentorship programs- intergenerational learning
  and information exchanges
• Youth committees
• Youth seats on Boards of Directors and/or other
  advisory positions
• Youth specific research
• Networks
• Young professionals associations
• Youth patronage benefits

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Resources
Chips Pop Decoding the Nexus Generation, by
Robert Barnard, Dave Cosgrave and Jennifer
Welsh The New Canada A Globe and Mail Report on
the Next Generation, by Erin Anderssen, Michael
Valpy and others The Rebel Sell why the
culture cant be jammed, by Joseph Heath and
Andrew Potter urban tribes a generation
redefines friendship, family and commitment, by
ethan watters What Canadians Think About Almost
Everything, by Darrell Bricker and John Wright of
Ipsos-Reid