Working undergraduates contribute to Bayes’ commitment to changing “more than a name.”
Bayes Business School undergraduates focused on bridging the generation gap and addressing ageism in the workplace.
A total of 625 students in 125 undergraduate Bachelor of Business Management groups were tasked with analyzing ageism issues in different industries as part of their core Introduction to Management course. The media, banking, consulting, IT, entrepreneurship, fashion and NHS industries were among those explored at a time when many Gen Z people – those born between 1997 and 2012 – are entering the labor market for the first time.
In their chosen field, students addressed all issues relating to diversity and inclusion practices and focused on any incidents of ageism in the areas of hiring, training, performance management, dismissals and interpersonal treatment. The students analyzed various company review sites that are currently the main resources for job seekers, including Indeed, Glassdoor, Kununu, The Muse, Seek and Great Place to Work.
Final presentations offered solutions to bridge the generational gap, with undergraduates successfully finding and proposing new ways to build a more diverse and tolerant workforce. More effective ways of working consisted of proposing strategies and actions to encourage better communication and more effective cooperation between employees of different generations.
For example, students have implemented a “blind assessment” system in the entrepreneurship sector, where age is not taken into account by investors, and ensures that promotions and awards are given based on professional merit rather than age.
In management consulting, students removed discriminatory terms – such as “new graduates” or “young” from application descriptions and avoided age-related interview questions. They have also created an environment where a strong support system is in place, allowing workers to confidentially report any experiences of ageism.
Students investigating airline industries prevented the inclusion of maximum age limits in hiring processes and changed anti-aging advertising slogans to more inclusive messaging that would put less pressure on flight attendants more older to make them look younger.
Module lead Dr Joanna Zaleska said: “Students were tasked with exploring issues of ageism, particularly its link to discrimination against older people and younger people. This included Gen Z who are beginning to enter the workforce and interact with their older bosses, who may be millennials or baby boomers.
“Preparing them for potential issues of discrimination and underrepresentation in the workforce is important. It is important for me, as a teacher of non-technical disciplines such as organizational behavior and human resource management, to work in partnership with students to address these sensitive issues. »
Bayes is committed to addressing issues of inequality and opportunity, particularly around race and ethnicity, as part of his commitment to change more than a name. The School has set up a Diversity and Inclusion Council to integrate ethical and socially responsible values into the curriculum and recently appointed Professor Lilian de Menezes as the first Vice-Dean for Diversity, equity and inclusion.
To learn more about the undergraduate degree in business management at Bayes Business School, visit the website.
Learn more about Bayes Business School’s name change.
Since the launch of the EDI strategy in early 2020, the city’s focus has expanded beyond gender inequalities and recognizes the importance of taking an anti-racist and intersectional approach to addressing organizational inequalities and educational programs that honor the nuanced differences of the ethnic and intersectional diversity of our student body and staff. Since the summer of 2020, the city has begun to move away from seeing working on Equality, Diversity and Inclusion as an “additional” consideration and has focused on making it a strategic priority embedded in the whole University.