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Generation X: Have We Forgotten You?
Posted 10.19.15
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Jonathan A. Segal
Partner
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I am pleased to share with you the blog I wrote for SHRM.

It is hard to go on line and not read an article, blog, post or tweet on Millennials. There is, if you will, Millennial mania.

It is true that Millennial employees are now about 1/3 of the workforce and that percentage is rapidly growing. But even I can figure out the math on this one: 2/3 of the workforce is composed of non-Millennials. There is another way to describe them: older employees.

We absolutely must look at the wants and needs of Millennials because they are a key part of our future. We also need to be careful not to generalize about this generational group in a way that we would not about a racial, ethnic or religious group; there is substantial diversity among them.

But we cannot focus on Millennial employees at the exclusion of older employees. We run the risk of not only disengaging them but also of age-related litigation as a result of the disengagement.

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About Jonathan A. Segal
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Jonathan A. Segal is a partner at Duane Morris LLP in the Employment Group. He is also the managing principal of the Duane Morris Institute. The Duane Morris Institute provides training for human resource professionals, in-house counsel, and other leaders at client sites and by way of webinar on myriad employment, leadership labor, benefits and immigration topics. Jonathan has served intermittently as a consultant to the Federal Judicial Center in Washington, D.C. for more than 20 years, providing training on employment issues to federal judges around the country. Jonathan also has provided training on harassment on behalf of the EEOC as well as providing training on diversity to members of the United States intelligence agencies. Jonathan is also frequently a featured speaker at national, state and local human resource, business and legal conferences, including conferences sponsored by the Society for Human Resource Management and the Pennsylvania State Chamber of Business and Industry. Jonathan’s practice focuses on maximizing compliance and minimizing legal risk. Jonathan’s particular areas of emphasis include: equal employment opportunity in general and gender equality in particular: social media; wage and hour; performance management; talent acquisition; harassment prevention and correction; and non-competes and other ways to protect your business. You can find him on Twitter @Jonathan_HR_Law .