Some Employers Like to Say They Have Five Generations in the Workplace. While Boasting Employing Workers Across the Age Spectrum is Commendable, the Misleading Claim is Not.

Some employers like to say they have five generations in the workplace. While boasting employing workers across the age spectrum is commendable, the misleading claim is not.

What it Really Means to Have Five Generations in the Workplace

If I worked for Company A (I’m 60), then someone the age of my parents (deceased), grandparents (deceased), sons (aged 22 to 35) and grandson (aged two) would also need to be employed by Company A.

That is five generations in the workplace. Understand the problem?

Generation Labels: Rise And Fall

In a pro-con article on the use of generational labels, Dr. Daniel Jolles, Research Officer in Behavioural Science at The Inclusion Initiative (TII) at the London School of Economics and Political Science, wrote,“These labels have largely originated from the Pew Research Center, a US think tank, before evolving organically through popular and social media. In recent times, there have been mounting concerns about the absence of scientific rigor supporting these generational constructs and the potential detrimental effects the labels may have on workplace culture.”

The pressure on the Center to examine the usage of age labels prompted a lengthy study that ultimately documented the lack of scientific foundation and misuse. This finding led the Center to revise its approach in May 2023 when they warned readers to recognize the oversimplification and stereotypes inherent in label usage and the importance of acknowledging similarities across age groups instead of focusing only on differences.

Why Age Labels Should Be Avoided

Understanding the dangers these labels represent will help employers build a stronger work culture.

1. Implied generational stereotypes perpetuate age bias–across all ages and can create or intensify conflict in the workplace, reducing productivity and increasing employee absenteeism and turnover.
2. Labels are distracting and impersonal, deepening separation in the workplace where productivity, teamwork and efficiencies rely on shared vision.
3. Oversimplification and stereotypical references has led to so-called generational experts who rely on this false narrative to sell consulting packages to companies who hope to increase employee satisfaction and attract younger talent. No empirical research has shown generational differences to be so vast that differential training is required and in most cases these experts merely perpetuate age stereotypes.

What to Do Instead

Before referring to age in any internal or external communications (written or spoken), ask if it is necessary. Consider if you would add race or gender to the same reference. If the answer is no, that’s a good indication that age is not necessary. If the answer is yes, ask again to make sure.

One case where age might be relevant to include would be for companies who measure representation across various dimensions of diversity, such as ensuring pay equity for the same types of jobs across ages, races, genders, etc. Additionally, reporting on employee surveys with demographic slices to help the company better understand segments of its work culture could also be helpful so long as age references are specific and consistently represented. The following breakout is recommended: 15 – 25, 26 – 35, 36 – 45, 46 – 55, 56 – 65, 66 – 75, 76 – 85, 86 – 95.

Conclusion

By avoiding age labels and highlighting the successes of all-aged teams, organizations can build synergies that ultimately build a best-in-class workplaces for all ages. Most importantly, understanding the difference between age labels and generations will eliminate the age hype and produce more authentic communications that resonate.

FAQs

Q: What are the main concerns with generational labels?

A: The main concerns are that they perpetuate age bias, are distracting and impersonal, and oversimplify and stereotype age groups.

Q: Is there any scientific basis for generational labels?

A: No, there is no scientific basis for generational labels. They are arbitrary and lack any sociological or scientific foundation.

Q: What can employers do instead of using generational labels?

A: Employers can focus on highlighting the successes of all-aged teams, measuring representation across various dimensions of diversity, and reporting on employee surveys with demographic slices.