Generational Stereotyping

Stereotyping by birth era perpetuates bias, limits potential, undermines unity, and reinforces discrimination, and can cause significant emotional and social harm.

A collection of web links to articles about Generational Discrimination.

Philip Cohen claims that generational titles are meaningless, stereotypical and undermine our understanding of social change.

Generational labels do not capture the diversity of a generation, but they shape perceptions—defining somebody as Gen-Z etc, might say more about the person labelling than the person labelled.

We stereotype generations into groupings such as Millennials and Boomers to understand ourselves and those around us—but is this an oversimplification of a complex reality.

The author of this article argues that referring to ‘generations’—gen, x, y etc.—is pointless due to the variation of attitudes and abilities within those so-called categories.

People, irrespective of when they were born, seem to want the same things from work, such as leaders who listen and a workplace that brings people together.

Employers that don’t think beyond today’s working-age population will likely struggle to maintain a workforce that can produce operational efficiency and be effective.

The author of this article argues that Baby Boomers, Millennials, and Gen X employees are being unfairly labelled and it is leading to a disconnect between management and employees—one that can adversely affect an organization’s culture.

This article argues that we should ignore generational stereotypes and start seeing people as unique individuals.

Employers that don’t think beyond today’s working-age population will likely struggle to maintain a workforce that can produce operational efficiency and be effective.