Could Generational Labels Be Holding Your Workplace Back?

Ever heard someone say, “Boomers don’t get tech” or “Gen Zs don’t want to work hard”? These kinds of comments might seem harmless, but they’re actually built on shaky assumptions that can lead to real problems at work. In fact, using generational labels like “Millennial” or “Gen X” often does more harm than good – creating bias, division, and missed opportunities. So, let’s talk about why it’s time to move past the labels.

The Science Doesn’t Back It Up

The idea that people from the same generation behave in similar ways at work doesn’t hold up under proper scrutiny. These labels were mostly dreamed up by media and think tanks – there’s no agreement on when one generation ends and another begins!

Yes, historical events shape how we see the world, but that doesn’t mean everyone born in the same decade shares the same attitude to work. People are complex, and their behaviours are influenced by far more than their age – like personality, upbringing, culture, and life experience.

What’s the Harm in a Little Stereotyping?

Quite a lot, actually. When we reduce people to generational clichés, it can lead to:

• Bias in hiring and promotion – Younger workers seen as “unreliable” or older workers labelled “out of touch” may be unfairly passed over.

• Team conflict – Age-based assumptions can create tension, reduce trust, and stop people from working well together.

• Missed development opportunities – If we assume older employees can’t learn or that younger ones aren’t ready to lead, we shut the door on potential.

• People feeling misunderstood – If staff feel boxed in by stereotypes, they’re less likely to speak up, contribute ideas, or stay long term.

In a 2024 survey, 36% of Gen Z and 37% of Millennials reported facing bias in hiring – and half of older workers who faced discrimination said it was because of their age. Clearly, this isn’t just theory... it’s a real problem.

So What Can HR, L&D and Leaders Do?

It starts with challenging lazy thinking. Here are some practical ideas:

• Call out bias – even the “jokey” kind
  Train people to spot unconscious bias and create safe spaces to talk about age-based banter that might seem harmless but can be damaging.
• Use fair and transparent assessments
  When it comes to hiring or promoting, use tools like psychometrics, simulations, and structured interviews. That way, you judge people on their skills and potential – not their birth year.
• Review your behavioural frameworks
  Check your values and behavioural expectations to make sure they don’t favour one group over another. Unintended bias can sneak into the language we use.
• Promote inclusive leadership
  Train leaders to listen, reflect, and adapt. Tools like Truth Teller 360 can help leaders understand their impact and create a culture where everyone feels heard – no matter their age.

Let’s Move On From Labels

Labelling people by generation might feel like a handy shortcut, but it’s not an accurate or fair way to understand what drives them. When we treat people as individuals – with different motivations, talents, and goals – we make better decisions, create more inclusive workplaces, and unlock real potential.

To find out more about latest research into generational differences, download our free eBook!