Can employee age gaps affect workplace safety?

In today’s dynamic work environments, diversity is celebrated as a cornerstone of innovation and success. However, when discussing diversity, the impact of age gaps within the workforce is sometimes overlooked. But does the generational divide between Baby Boomers, Gen X and Millennials really matter? And do the contrasting work ethics and attitudes of each generation enhance or endanger the overall safety and productivity of the workplace?  

Millennials, Gen X and Baby Boomers in the workplace

Born into a world on the cusp of a digital revolution, Millennials bring a tech-savvy perspective and a value for work-life balance that challenges the traditional 9-to-5. By contrast, Baby Boomers, who witnessed the post-war era’s economic boom and the birth of corporate culture, tend to prioritise stability, loyalty, and a clear hierarchical structure.

Generation X entered the workforce during a time of economic change and technological advancement. They value flexibility and respond well to results-driven work environments, bridging the gap between the traditionalist Baby Boomers and the tech-centric Millennials.

When it comes to workplace safety, it’s important to understand how to value each peer group and harness their particular strengths. For example, younger employees may bring a greater understanding and appetite for the latest digital technologies, whereas older employees are more likely to offer a broader spectrum of experience and knowledge. 

In this blog post we look at how age gaps can influence safety and productivity in the workplace, and how employers can embrace age diversity to mitigate risks and improve health and safety overall.

How can age influence workplace safety?

There are many factors which contribute to workplace safety, but the particular strengths (and weaknesses) of each age group can influence their impact. Being conscious of this, and learning how to make the most of the differences within your workforce will lead to a safer environment. Here are 4 key areas to consider:

1.      Training

Well-trained employees are better equipped to identify and mitigate potential hazards. Training programmes can easily be tailored to the needs and learning styles of employees across different age groups.

In many companies, training courses have traditionally been run in a face-to-face classroom environment. However, particularly since Covid, there are a growing number of digital options which deliver training remotely via video or mobile apps. 

Younger employees tend to prefer bite-size, digital-based training, which they can flexibly slot around other work commitments. There is an assumption that older workers prefer in-person, classroom-style training, organised in days and half-days rather than minutes and hours, but this is not necessarily the case. Covid meant all age groups had to learn new technology (like Zoom) in order to meet, learn and communicate remotely.

For most companies - and depending on the type of training, the employee’s role and the required frequency – it’s sensible to offer a combination of longer, classroom-style sessions (whether via video or in person) supported by bite-size digital refreshers. 

2.      Safety culture

A strong safety culture fosters open communication, encourages reporting of near-misses, and prioritises the wellbeing of all employees. Research tells us Millennials and Gen Z are more proactive about health and safety, with a cautious, preventative approach. They are the first generation who grew up using seatbelts and bicycle helmets, so it makes sense they would have strengths in mitigating workplace accidents. 

Millennials and Gen Z are also less likely to want to work overtime or work unpaid hours. We know that working too many hours can affect a worker’s concentration levels, which is especially important in sectors like transport and rail. Over longer periods of time this can lead to burnout, resulting in short and long term risk factors to workplace safety and employee health.

However, some flexibility over work hours can be necessary to ensure safe minimum staffing levels, for example in a manufacturing line or construction site. It’s important that organisations promote a culture where safety is everyone's responsibility, regardless of age or seniority. 

3.      Physical and mental health

Both physical health and mental wellbeing are integral to workplace safety and should be prioritised by employers. Worryingly, 68% of Gen Z and younger Millennial employees report feeling stressed much of the time, according to a recent survey by Gallup. In general, younger employees report more stress and work-related burnout than older generations. Of course, this is not necessarily reflective of the actual levels of stress and burnout, simply that younger people are more likely to report it. The ‘stiff upper lip’ attitude which we attribute to Boomers may simply be masking future mental health problems.

Evidence of excessive stress should be of concern to employers, since stress and burnout can influence job performance and workplace safety. Burnout also correlates with risks to personal health and long-term career development, and is likely to affect employee loyalty. Gen Z are particularly protective of their mental health at work and seek employers who respect this. Employers who provide resources for maintaining good health and offer support for issues like stress management and work-life balance will benefit from safer workplaces and more loyal employees.   

4.      Technological advancements

The integration of technology can enhance workplace safety by automating repetitive tasks, providing real-time monitoring of hazards, and facilitating communication during emergencies. This can mean replacing spreadsheets and emails with fully-integrated mobile apps for logging and sharing information. Mobile technologies are popular with the digitally fluent (Millennials now make up more than 50% of the workforce) and offer more accurate reporting capabilities which can contribute to better future planning.

It’s important that employees of all ages are given training on the use of new technologies. This allows them to use digital tools efficiently and safely, but also provides inclusion. With growing demand from younger employees for mobile-enabled tools, it’s worth considering whether you can adopt or create any digital processes that are BYOD (bring your own device) friendly. Processes such as these can maximise your workforce’s efficiency while improving workplace health and safety.  

Embracing workplace age diversity

Rather than viewing age diversity as a potential hindrance to workplace safety, organisations can leverage it as a strength. By embracing the unique perspectives and experiences of employees across different age groups, businesses can enhance their safety protocols in the following 3 ways:

1.      Knowledge sharing

Older workers can share their wealth of experience and industry knowledge with younger colleagues, while younger employees can offer insights into emerging trends and technologies. Establishing mentorship programmes can facilitate this exchange of knowledge. Good break room facilities foster employee socialisation and create an environment of openness and sharing.

2.      Cross-generational collaboration

Encouraging collaboration among employees of different age groups promotes mutual respect and understanding. By working together on safety initiatives, teams can develop innovative solutions that cater to the diverse needs of all employees. When setting up action groups for particular projects or objectives, be careful to ensure cross-generational representation.

3.      Continuous learning

Lifelong learning should be encouraged across all age groups to ensure that employees stay abreast of industry developments and best safety practices. Training programmes should be accessible and inclusive, accommodating different learning styles and preferences (including support for the neurodiverse). Training opportunities can be an opportunity for employees of varying age groups to come together and share their strengths in a different environment to their day to day roles. 

Conclusion

Age diversity is not a barrier to workplace safety; rather, an opportunity for growth and innovation. Rather than focusing on age differentials, businesses should recognise the unique strengths of employees and foster a culture of collaboration and continuous learning.

By prioritising factors such as training, adoption of new technologies and a proactive safety culture, organisations can create safer and more inclusive work environments. In doing so, employers can harness the full potential of their age-diverse workforce, boosting employee loyalty and productivity.

Whatever their generational label, the contrasting worldviews, work ethics and attitudes to safety can not only coexist, but synergise to create a dynamic and productive workplace environment.

Sources: 

Gallup: Data on Gen Z in the Workplace: https://www.gallup.com/workplace/404693/generation-disconnecteddata-gen-workplace.aspx  

HR Brew: Gen Z Work Preferences: https://www.hr-brew.com/stories/2024/04/12/gen-z-hybrid-workpreferences 

Verdantix: Age And Experience In EHS: https://www.verdantix.com/insights/blogs/age-and-experience-in-ehsunveiling-the-hidden-factors-that-shape-workplace-safety