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Generation X was born between 1965 and 1980 and is widely credited for creating the concept of
work/life balance. They’re known for being extremely independent and self-sufficient, valuing freedom,
and shunning micro-management in the workplace. While they may not be as tech-savvy as the younger
generations, Gen X-ers are actually quite technologically adept.

Generation Y, also referred to as Millennials, was born between 1981 and 1996 and is the largest in the
workforce. Millennials thrive on new innovations and the scrappy “startup” mentality. Millennials desire
work/life balance, aiming to work smarter, rather than harder—making them excellent at multitasking.
This generation is often criticized for being self-involved and overly dependent on technology.

Generation Z was born between 1997 and today, making them the youngest generation in the current
workforce. They are the first generation to grow up in a world that is completely wireless and is considered
the most tech-savvy of these groups. Generation Z is known for being creative, flexible, and self-reliant,
excellent multitaskers, but also easily distracted.

When several generations coexist, an accumulation of negative perceptions can lead to tensions.
The digital revolution contributes to highlighting these tensions and aggravates their differences. Without
being stereotypical, it is important to consider the needs and aspirations of each generation to allow them
to reach their full potential, both individually and collectively. 1

Making assumptions about groups is actually promoting generational segregation, which creates
unconscious biases and contributes to less inclusion.
2
5.2 Fighting ageism and discriminations related to age

What is ageism?

Ageism continues to be a challenge in modern organizations, with an apparent dissonance between what
older workers expect and how they are perceived. As organizations look at embracing digitalization at
a rapid pace, an unconscious preference for younger workers may appear. They are seen as
technology-savvy and more open to change. However, this could lead to a disproportionate age
demographic. Great number of employees still feel that ageism is alive in the workplace. Addressing
generational diversity isn’t just a question of ethics. While millennials and Gen Zers bring unique traits and
abilities to the workplace, older employees also have a lot to contribute. 3

1 http://amchamfrance.org/wp-content/uploads/2018/06/Multigenerational-diversity-Executive-Summary.pdf
2 https://www.benefitnews.com/opinion/a-new-diversity-concept-can-blend-a-multi-generational-workforce
3 https://www.hrtechnologist.com/articles/culture/the-need-for-generational-diversity-in-workplace/