Nearly half (45%) of workers aged 16-34 report a generational divide at their workplace, research suggests.
The feeling of separation contrasts sharply with just 22% of workers over the age of 55, revealing a growing gap between younger and older employees. The study, based on a survey by research firm Censuswide of 2,000 UK workers and commissioned by AI hiring experts Applied, found that generational divides are most pronounced in areas of workplace culture, communication and expectations around office conduct.
When asked about a “culture barrier” at work — differences in values, beliefs and communication styles between generations — 31% of workers across all age groups said they struggled to connect with colleagues from different generations.
For younger employees, the barriers can be a source of frustration, often making communication difficult, say workplace experts, and impeding effective collaboration.
Workplace Attire, Behaviour Show Generational Divides
The research uncovered major differences in what younger and older workers consider appropriate workplace behaviour. Gen Z and “zillennials” — a so-called microgeneration between Millennials and Generation Z — are more likely to embrace casual attire such as workout clothes, loungewear and even Ugg boots at work.
While 16% of workers aged 16-34 believe casualwear is acceptable, only 10% of those over 55 agree. It extends to communication: 12% of younger workers think using slang or informal language in work emails is fine, compared to just 5% of their older counterparts.
On the other hand, older workers are more likely to see eating lunch at a desk as acceptable (34% of those aged 55+ vs. 27% of workers aged 16-34). The differences in perceptions of workplace norms could contribute to the tensions between generations.
Feeling Like the ‘Odd One Out’
The research also showed that younger workers are more likely to feel excluded at work due to their age. Forty-two percent of workers aged 16-34 report feeling like the “odd one out”, compared to just 23% of workers aged over 50.
The sense of alienation can impact workplace morale and productivity, with younger employees struggling to fit into environments that may feel alienating or misaligned with their values.
Preference for Age-Similar Teams, Managers
Younger workers are more likely to express a preference for working with colleagues of a similar age, the survey found. More than half (56%) of workers aged 16-34 want to be part of a team with peers of their own age, compared to only a quarter (25%) of those aged over 55.
A similar trend appears in managerial preferences: 39% of younger workers would prefer their line manager to be of their own age, compared to just 16% of older workers.
This desire for age-similar teams could stem from shared cultural references, communication styles and expectations, making it easier to relate to one another. But the preference could also limit diversity and hinder the collaborative benefits of a multigenerational workforce.
Employers ‘Should Bridge the Divide’
As Gen Z is set to make up 27% of the workforce in OECD countries this year, experts say businesses need to address the generational divide head-on. While research from the Work Foundation at Lancaster University shows that 73% of business leaders acknowledge the benefits of a diverse, multigenerational workforce, the study also reveals that without action, generational divides could threaten team cohesion and overall workplace harmony.
Applied CEO Khyati Sundaram said employers should take steps to reduce generational divides. “We are all well aware of the differences which set generations apart both in and out of work,” Sundaram said. “These differences are something to celebrate. However, the extent to which these generational divides are disrupting team dynamics is concerning.”
To create a more inclusive workplace, Sundaram suggests employers do the following:
- Promote Fair, Merit-Based Hiring: Ensure hiring and promotion decisions are based on skills and merit, not age or cultural background. This will help eliminate biases and allow all employees to thrive regardless of generational differences.
- Open Communication: Provide training and resources to help employees from different generations communicate more effectively. With understanding and empathy, companies can reduce the tension caused by differing communication styles.
- Create Inclusive Work Environments: Offer flexible workplace policies that accommodate different preferences around office attire, work schedules and communication styles. A flexible approach can help younger and older employees find common ground.
- Mentorship and Cross-Generational Collaboration: Establish mentorship programmes where employees from different age groups can learn from one another. Encouraging cross-generational teamwork can help bridge gaps in understanding and promote a more cohesive workplace culture.