As a seasoned communication expert who's just hit Social Security retirement age—but with no plans to retire—I've seen firsthand how generational stereotypes harm workplaces. A few weeks ago, my husband and I flew on vacation, seated in front of three twenty-somethings whose lively chat filled the flight. After an hour, he whispered, "Why do those kids behind us end sentences like questions?"
I smirked. "It's from online chatting—a millennial thing?"
"Now you're doing it," he said wearily.
"I'm a communication expert; I know these things," I replied, buffing my nails on my shirt.
Later, he noted their "growly" speech. "That's vocal fry," I explained, demonstrating a spot-on imitation from Keeping Up With the Kardashians. He offered a cough drop; I declined.
***
Before you tweet outrage at my millennial generalizations, know this anecdote is fictional. It illustrates how age bias cuts both ways. Stereotyping generations—whether millennials or boomers—hurts everyone.
Related: Simon Sinek on the millennial question
At 65, I've told my CEO I'll work until he pries me away or I hit 70—whichever comes first. He encouraged me to stay longer. Our company values senior leaders' expertise over age. I'm 16 years older than my supervisor, 18 than the CEO, and 40 than our millennial team members. Yet, I feel timeless because we're treated as knowledgeable contributors.
Age Discrimination: A Costly Business Mistake
Not all companies agree. Some view older workers as slower or overpriced, preferring to hire juniors cheaply. A 60-year-old friend with stellar reviews was axed in a 'restructuring,' replaced by a recent grad who flopped after a month. That's a lose-lose.
Businesses undermine themselves by factoring age into hiring or retention. With people working longer, this is critical: Pew Research data shows 20% of Americans 65+ are employed—up since the 1960s and Medicare's start. Many must work, but the Age Discrimination in Employment Act (ADEA) protects those 40+ from bias in hiring, firing, pay, promotions, and more.
Generational Inclusion: Driving Innovation
My company thrives on it. We're launching a leadership program where seniors mentor rising stars, fostering innovation.
Millennials on my team are sharp, dedicated, and inquisitive—teaching me SEO (not jump-starting a car downhill, as I once thought). Gen-Xers are creative, productive team players. Baby boomers bring resilience and broad experience amid change.
At 75.4 million strong, millennials surpass boomers as America's largest generation. Soon, they'll lead. Let's bridge gaps, share wisdom, and learn together—not what divides us.
Respectfully borrowing millennial lingo: My multigenerational colleagues are ah-may-zing. So is my career, extending well past 70.
Related: 6 habits of successful millennials
