Today's workplaces can have four or even five generations working side by side. A graduate in their first role might sit next to someone who's been in the industry for 35 years. That mix brings a huge range of experience, perspective and capability. It can also bring friction, misunderstanding and quiet assumptions that hold a team back.
The biggest barrier usually isn't the age gap. It's the stories we tell ourselves about it.
Most of us have heard the stereotypes - Baby Boomers resist change, Gen X are cynical, Millennials want a trophy, and Gen Z are always on their phones.
These labels are tempting because they're simple, but research on generational differences at work shows they're much smaller than popular commentary suggests. What looks like a "generational" difference is often about career stage, life circumstances or personality. A 25-year-old and a 55-year-old may want different things from work, but the reason is usually where they are in life, not the year they were born.
When we lean on stereotypes, we stop seeing the person in front of us. That's where unconscious bias comes in. Bias is easier to deal with when people understand it as a normal part of human thinking, not a moral failing. When teams can name it without shame or blame, they get more curious and less defensive.
I work with organisations to help age-diverse teams understand each other better, reduce the impact of unconscious bias and build stronger, more inclusive ways of working.
Please reach out if you’d like to discuss how we can work together to support your team.