Promoting Equity and Inclusion for a Multi-Generational Employees with Workforce Technology

As the largest county by landmass Minnesota, and the U.S., St. Louis County faces unique set of workforce challenges.  

Rising to meet the need, leaders like Colleen Effinger, Human Resources Manager at St. Louis County, are using modern workforce management capabilities to meet to navigate the complexities of a diverse, multigenerational workforce with a focus on equity and inclusion. 

St. Louis County displays an unwavering commitment to promoting a fair, cohesive, and inclusive work environment. Colleen explains that this is the result of efforts to facilitate a positive working environment defined by strategies that demonstrate recognition and value for the unique contributions of all employees, irrespective of their communication styles and technology preferences.

In this blog, we‘ll explore the challenges St. Louis County faces, the strategies implemented to ensure employees feel recognized and valued, and the future initiatives planned to maintain and improve this inclusive environment. 

How St. Louis County Meets Diverse Workforce Challenges 

St. Louis County’s workforce includes everyone from the traditionalist generation to Gen Z, each with unique perspectives and work habits. With employees spanning five generations, each with different communication styles and technology preferences, creating a cohesive work environment requires nuanced strategies. 

Facilitating effective communication and collaboration among these diverse age groups can seem like a significant challenge, but Colleen recommends a different perspective. “The modern workforce leader has to identify those opportunities and facilitate the conversations between these diverse generations.” 

From janitors to attorneys to deputy police officers, the variety of job roles adds another layer of complexity. Each role comes with specific requirements and standards that need to be met equitably. Colleen says that the real challenge “is to make the employee feel heard, recognized, and valued in the job they do.” 

Operating within a framework of diverse union rules and laws means that pay structures and compliance measures vary widely across distinct roles. Ensuring that workers receive accurate compensation and adhering to these diverse requirements is a critical aspect in maintaining employee trust. St. Louis County relies on WorkForce Software’s advanced configurable rules to follow these complex requirements. Our comprehensive workforce solutions further help to preserve pay equity across roles, eliminating pay difference based on gender. 

Strategies for Employee Recognition and Engagement 

To ensure that St. Louis County employees are recognized and valued, Colleen employs a multifaceted approach, focusing on collaboration, support, and meaningful engagement. One of the key strategies Colleen promotes collaboration across different generations, encouraging the adoption of technology that is accessible and user-friendly for both younger and older employees. 

Addressing these concerns has become more pivotal as employees have shifted to remote work. St. Louis County creates an environment where everyone can contribute effectively. By understanding what each person brings to the table, they match worker’s skills to skill gaps and create cross-generational mentoring opportunities. By providing them with the tools and resources to advance strong, supportive networks, Colleen helps remote employees feel connected and engaged. 

Additionally, Colleen highly emphasizes creating forums where employees can provide feedback and ask for help openly and honestly. For the younger generation, this may take the form feedback of pulse surveys that allow for instant responses. Younger employees may also prefer self-service guides, FAQs, or online resources that allow them to quickly access the answers they’re searching for rather than taking intensive training courses. Alternatively, employees from older generations are more likely to seek face-to-face communications. Helping all workers connect with preferred communications channels helps strengthen employee engagement. 

Future Workforce Management Initiatives

Looking ahead, St. Louis County is continually evolving its strategies to ensure an inclusive and efficient work environment and plans to implement more robust time capture mechanisms. These processes aim to minimize errors and prevent misuse, ultimately contributing to a fairer distribution of resources and compensation. 

St. Louis County can make informed decisions that improve workforce processes by capturing and analyzing workforce data. This data-driven approach helps in adapting to changing needs, identifying areas for improvement, and creating more effective workforce management practices. 

Breaking down siloes between IT, HR, and operations is another key initiative. By encouraging interdepartmental collaboration, Colleen aims to create a unified approach to workforce management. “We continue to go down that path and benefit from the interconnection between departments.” This interconnected strategy supports stronger, more efficient processes that benefit the entire workforce. 

Colleen’s efforts are reinforced through the county’s partnership with WorkForce Software, ensuring that the organization leverages advanced workforce management software to support and enhance the employee experience. Through these strategies, St. Louis County not only recognizes the individuality of its employees but also lays the groundwork for a more inclusive and supportive work culture. This holistic approach sets a high standard for HR digital transformation within the public sector, demonstrating the critical role technology plays in modern workforce leadership.