Post by account_disabled on Mar 15, 2024 22:27:54 GMT -7
The s and the numbers start to tail off after . But generally the profile is fairly flat for the workingage population with little variation between the generations. So your workplace should have a similar profile with no dramatic skewing towards particular age brackets. It often helps to think of broader generations. This can be quite culturally specific but here are some categories that are popular in the U.S. and other parts of the Western world The Silent Generation born before so many are now retired Baby Boomers born to Generation.
Millennials born after As this article by the American Management BMB Directory Association points out the generations actually have more in common than people tend to think but the general characteristics are thought to be Baby Boomers value loyalty. Gen X values worklife balance. Millennials value innovation and change. Try to get roughly equal representation of each generation. Of course the correlation wont be exact particularly in small companies. But if theres a big discrepancy thats something to be aware of. Some tech firms and startups for example have predominantly young workforces while more traditional firms may have ageing workforces with younger people underrepresentedparticularly.
The higher levels. Ageism and Age Discrimination age discrimination in recent years. For example in the UK age discrimination laws were passed in and since then there have been thousands of employment tribunal claims every year indicating that ageism remains a serious issue in the workplace. Age discrimination claims per year in the UK Source AgeDiscrimination.info Its important to understand that ageism works both waysit can mean discrimination against either older or younger workers. If youre treating people unfairly based on their age you could fall foul of the law. Payouts can run into the thousands so its important for employers to know the law and avoid discrimination based on age. But on top of that there are lots of benefits of having generational diversity.
Millennials born after As this article by the American Management BMB Directory Association points out the generations actually have more in common than people tend to think but the general characteristics are thought to be Baby Boomers value loyalty. Gen X values worklife balance. Millennials value innovation and change. Try to get roughly equal representation of each generation. Of course the correlation wont be exact particularly in small companies. But if theres a big discrepancy thats something to be aware of. Some tech firms and startups for example have predominantly young workforces while more traditional firms may have ageing workforces with younger people underrepresentedparticularly.
The higher levels. Ageism and Age Discrimination age discrimination in recent years. For example in the UK age discrimination laws were passed in and since then there have been thousands of employment tribunal claims every year indicating that ageism remains a serious issue in the workplace. Age discrimination claims per year in the UK Source AgeDiscrimination.info Its important to understand that ageism works both waysit can mean discrimination against either older or younger workers. If youre treating people unfairly based on their age you could fall foul of the law. Payouts can run into the thousands so its important for employers to know the law and avoid discrimination based on age. But on top of that there are lots of benefits of having generational diversity.