According to the U.S. Census Bureau, by the year 2050, roughly 20% of the total U.S. population will be 65 years of age or older. In 2010 the labor force participation rate for individuals ages 65 and older reached 22.1% for men and 13.8% for women, up from 17.7% and 9.4%, respectively in 2000. The aging workforce is due to many factors, but Americans are living longer and working longer. Nearly 7 out of 10 workers plan to work at age 65 and nearly half plan to work into their 70’s and 80’s. The current workplace has four generations working together. These generations are defined by the Pew Research Center as follows:
- Millennial Generation (Generation Y) born between 1981 and 2000
- Generation X (Gen X) born between 1965 and 1980
- Baby Boom Generation born between 1946 and 1964
- The Silent Generation (Traditionalists) born between 1928 and 1945
With multi generations comes multi challenges and opportunities.
Millennials and Generation X employees experience challenges to well-being that may be different from that of The Baby Boom or The Silent Generation. Although there are many overlaps, Millennials and Generation X may experience more work stress, financial concerns and work/life balance issues. They tend to be more physically healthy, although Generation X may begin to experience physical symptoms of aging. Baby Boomers and The Silent Generation employees tend to have more physical health concerns when it comes to their well-being. Baby Boomers and The Silent Generation employees begin to experience symptoms and changes related to aging. These changes include: loss of muscular strength and flexibility, limited range of motion, balance challenges, vision changes, slower reactive time and slower mental processing. The Centers for Disease Control estimates that more than 75% of all workers over the age of 55 have at least one chronic health condition requiring management. These chronic health conditions include diabetes, arthritis, heart disease and cancers.
Workplaces can address each generation’s well-being needs through a variety of means. A safe work environment, flexible scheduling, appropriate training, detailed job descriptions, modifications to the work environment and a robust well-being program can have a positive effect on multi-generations at the workplace. Let’s look at how a well-being program can address the needs of each of the generations.
Millennials tend to be most challenged with nutrition. They are likely to eat out often, choosing fast foods lacking in nutritional quality. A well-being program that addresses the importance of nutrition through educational presentations and programs can be used. For example, a fruit and vegetable challenge can encourage Millennials to increase their consumption fruits and vegetables while competing against co-workers. This generation can also benefit with hands on programs teaching cooking skills. Providing Millennials with healthy recipes and demonstrating how to prepare healthy food can be very impactful. Offering low cost, nutritious meals at the workplace can also help Millennials make good choices. A well-being program that addresses these issues at the workplace will encourage Millennials to choose healthy options at work and at home.
Generation X employees tend to be the least physically active generation since most are raising a family and trying to make important career moves. They may be working longer hours and trying to balance family and work life can be difficult. A well-being program that offers employees ways to stay physically fit will be important. Fitness center subsidies, onsite fitness centers or onsite fitness classes would be an important addition for Generation X employees. Walking or pedometer competitions can make physical activity competitive and fun. Mobile devices and wearable technology can be added to a well-being program to assist these employees with physical activity efforts.
Baby Boomer employees are often taking care of elderly parents and growing children at the same time. This can cause additional stress and decreased well-being. An Employee Assistance Program (EAP) can provide timely resources and tools for this generation. EAP programs provide mental health assistance such as one-on-one counseling, health coaching, elder care resources, financial assistance and more that Baby Boomers would find very useful for their time of life.
Lastly, The Silent Generation employees may require more accommodations to their work environment to assist them with their day-to-day work duties. A well-being program that addresses physical health and ergonomics can aid these employees and decrease risk of injury on the job. Well-being programs that include ergonomic evaluations of the workplace and employees’ career stations can provide very practical means for reducing injury and muscle strain for the employee. Making sure work areas are properly lit, computers and chairs are at proper height and computers are modified to a larger font if needed can be very beneficial to aging workers.
A comprehensive well-being program can meet the needs of all your employees regardless of their generation and help lead them toward improved well-being lasting a lifetime.
May 1, 2017
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