Generations at Work

The working$-$age population in Canada is getting older$-$there are more individuals than ever in the older age brackets $($ages $45$ to $64)$ and fewer than ever in the younger brackets. According to a $2018$ report, there are more Canadians aged $55$ to $64$ than there are aged $15$ to $24,$ meaning that there are more older people still in the workforce, making less room for the new entrants. ${?}^{68}$ Furthermore, Canadians are working past age $65$ according to the latest census data from Statistics Canada. ${?}^{69}$

The age distribution throughout the Canadian workforce means that there can be several generations working together$-$all with different values and expectations. It also means that organizations might not have the capacity to develop younger talent to prepare them to take on more significant roles when the older workers leave or that more attention has been given to the youngest cohort of workers at the expense of development of other generations. ${?}^{70}$ As a result, organizational leaders will need to manage a wide spectrum of workforce diversity. However, some argue that there is too much focus on generational difference and that, ultimately, all workers $($regardless of age$)$ want and are motivated by the same things. ${?}^{71}$

The generations at work are typically baby boomers $($born $1946-1964),$ Generation X $($born $1965-1980),$ Generation Y$/$millennials $($born $1981-1997),$ and Generation Z $($born after $1997).$ Figure $1\mathrm{.}4$ provides a summary of the generational differences in relation to a number of factors.