Generational collaboration: unleashing our collective strength

The power of groups lies in their combined experiences. When we ensure there are open lines of communication, all team members can share what drives them and contribute to our collective know-how. At Allianz Trade, we seek to include these important conversations in our day-to-day operations. And because we operate across 40 countries, a key challenge is implementing inclusion strategies that respect local contexts while maintaining global coherence.

One of the ways in which we do this is our different employee-driven global networks. These are open forums for discussion, responsible for driving awareness and implementing initiatives for inclusivity. They each have a specific focus area: gender (NEO), LGBTQ+ (PRIDE), disability (BEYOND), and ethnicities and cultures (GRACE). Each network is sponsored by a Board member, which enables them to have a real impact on our culture.

We are also committed to creating opportunities for people to learn more about various inclusivity topics. We do so through a range of learning & development (L&D) initiatives, including our company-wide Learning Fridays. At these online sessions, experts join us to share their knowledge on all kinds of topics with anyone who wants to join; they regularly attract over 1,000 employees.

Training is one area where age gaps become apparent. Why, for example, are younger generations much more likely to take our online trainings than their older colleagues? This difference in learning styles is only the tip of the iceberg – we also see differences in the tools people use, or the methodologies that they apply to work. While older generations might prefer planning-first, waterfall approaches to projects, younger employees often work in a more agile, iterative way.

To ensure that we account for age differences in decision-making, we will focus on generations in 2026. One of our initiatives will be the launch of a fifth employee network: EngAge. This group will serve as a sounding board for all age-related topics. And like our other networks, EngAge will also work closely with a Board member.

Why is age so important? Generational shifts now occur approximately every decade, driven by the rapid pace of societal change. That means that our policies, processes and trainings need to cater to multiple generations. At the same time, we recognize this shift as an opportunity rather than a problem to solve. When different generations work together, they can learn so much from each other and truly enrich an organization. This year, we will work to find more fun and engaging ways to make the most of the mosaic of skills and experiences that makes up our company. 

A workplace culture isn’t dictated from the top,  it emerges from the collaboration of everyone within an organization. In a company operating across dozens of countries, cultures and age groups, these differences become our defining characteristic. Making the most of this wealth of perspectives requires openness at all levels, with a willingness to listen, adapt and learn from everyone in the organization, regardless of their position or demographic group.

When inclusion is done right, the result is better products and solutions for our clients, better development opportunities for our employees, and a better workplace.