Charlotte Japp, Founder of CIRKEL
Our closest relationships are often with those similar to us--and that extends to the workplace where one more readily relates to peers. Even mentoring is often approached as a one-way street, with a more senior exec passing down advice to a more junior up-and-comer. Enter Charlotte Japp, Founder of CIRKEL, an intergenerational platform bringing together people who want to learn, teach and grow from those both younger and older, valuing their different perspective, life and work experience. Seeing age diversity as an additional important aspect of DEI, we’ve followed Charlotte’s evolution of CIRKEL and we’re keenly interested in how she’s taking the concept to corporate clients looking to build out internal programs. We recently spoke with Charlotte about her founding CIRKEL and her growth initiatives in 2021.
CFW: Tell us a bit more about your company CIRKEL and what inspired you to start it.
CJ: I started CIRKEL to support career longevity for professionals of all ages by helping them connect with relevant people well outside of their inner circle. CIRKEL makes 1:1 introductions between professionals from different generations. We provide a white glove approach to networking, taking something that is often awkward and transactional and making it personally fulfilling and professionally impactful (and fun!). Our current platform services individuals, including those sponsored by their employers. Our 2021 offering, however, expands into an internal employee engagement program for corporations to connect the 5 generations in the workforce.
CIRKEL is a platform that I wish I had when I was starting my career, as well as something I knew my parents were looking for as they hit a career bump in midlife after getting aged out of their longtime jobs.
My dad got laid off from an advertising agency and couldn’t get hired at another agency when he was only in his late forties. The resentment of not being “let back” into advertising stayed with him and transferred to me. The same thing happened to my mom years later when I was older, and I saw very clearly how the loss of a job was like a loss of identity.
Ageism with a capital “A” only dawned on me when I was working at VICE out of college and didn’t see anyone my parents’ age at the office. I realized that my peers and I were hungry for more formal training and mentorship. At the same time, my parents worked in an age bubble without younger colleagues and were looking for support from a younger perspective for their own career advancement. There was a clear need for older and younger professionals to learn from each other, so CIRKEL had to close the loop.
CFW: What is CIRKEL focused on at the moment, and what’s your vision for the future?
CJ: Like many businesses, CIRKEL did the “pandemic pivot” and went fully virtual in March 2020.
During this time of social and professional isolation, virtual connections have thus become more important than ever. Our platform has proven to be a powerful tool for connecting people in meaningful ways when they need it most.
Our goal for 2021 is to bring intergenerational networking to corporations and help design more age-inclusive workplaces. We provide employers with our proprietary intergenerational networking platform, as well as workshops for HR teams, managers, and employees on how to connect across the age divide at work and why it’s so important for the future of work.
CFW: What services does CIRKEL offer to companies?
CJ: We offer a program that’s a unique blend of mentorship, learning & development, and DEI. The way the program works is by making relevant introductions between colleagues from different age groups. These colleagues could be from different departments, job functions, or even offices, essentially connecting those who should meet but would normally not cross paths.
CIRKEL’s method creates a sense of belonging and meaning for all participants, introducing each pair so all employees shine. The goal of each introduction is to exchange skills (hard skills like tech or soft skills like leadership). By leveraging internal talent, companies can strengthen their output, productivity, and even happiness among workers who may not feel particularly connected to each other or their company – especially during Covid-induced remote work.
CFW: What is intergenerational networking and how is it different from regular networking?
CJ: Intergenerational networking is when there is a concerted effort to make relevant introductions between professionals from different generations. Imagine a Baby Boomer who worked in the advertising industry for thirty years being introduced to a Millennial Social Media manager. They overlap in industry, but their experiences and skill sets are different. There’s a lot that the ad-land veteran could teach the newbie in terms of understanding the big picture of the industry or skills like creative thinking for business objectives. On the reverse, the Social Media Manager would also have a lot to offer the Boomer from their ground level perspective to help them stay up to date like understanding the differences between social platforms and explaining what makes a trend go viral.
While in its simplest format, intergenerational networking is similar to regular networking, there’s an added emphasis on learning. These aren’t just random chats, but rather smart matches where stories, perspectives, and skills are exchanged.
CFW: Why should companies care about age diversity?
CJ: 1. Diversity is good for business. We know that multigenerational teams have higher levels of productivity and happiness at work. This BMW factory line study is a gold standard example of this.
2. A rising tide lifts all boats. When your workforce is multigenerational, it has an internal wealth of experience and knowledge to draw from. An AARP study shows that colleagues from different generations find different but complementary benefits from working with other age groups. When knowledge is shared, everyone benefits.
3. Innovation! We know that good ideas don’t come from a vacuum. When people with different experience levels and generational perspectives come together, new ideas emerge that push innovation forward.
4. Employee morale and company culture. While it’s hard to measure company culture, you can certainly count the millions of dollars that companies like Google, IBM, and PwC have paid in age discrimination settlements. Through age-inclusive hiring practices and employee benefits, a company creates a noteworthy culture of belonging and avoids legal battles.
CFW: What do you love about working at CIRKEL?
CJ: My team talks about our method for making intergenerational connections as “CIRKEL magic,” because there really is joy when we pair people outside their age bubbles. We feel the joy of connecting people, and we also see the joy that individuals have when they meet someone new with a fascinating story to share. It’s incredibly meaningful for us to be able to bring these experiences and moments to our customers. You have to experience it to understand it!
If you’re interested in learning more about CIRKEL and participating in an upcoming event, or bringing the benefits of CIRKEL into your organization, you can contact Charlotte Japp: charlotte@cirkel.world. CFW Careers shares CIRKEL’s commitment to building diverse and inclusive workplaces. To learn more about CFW Careers Career Transition Coaching or Equitable Search Practice, contact rachel@cfwcareers.com or cynnie@cfwcareers.com.