leadership
Younger generations coming into the workforce are suffering
more from mental health issues than their older
counterparts. In fact, millennials are near the top of the
list for groups vulnerable to mental health woes.
A 2017 poll conducted by global research firm Ipsos showed
that an eye-opening 63 per cent of Canadian millennials as “high
risk” for mental health issues. That’s compared to only 41 per
cent of Gen Xers who fell into that category. This matches what
is being seen more broadly as well. In a U.S. poll conducted by
Quartz magazine in December 2018, 18 per cent of respondents
said they are experiencing anxiety or depression to the point where
it disrupts their work. The rate was nearly twice as high (30 per
cent) among millennial and Gen Z employees (aged 18-34).
There are new pressures affecting younger employees, the likes
of which have never been seen before, such as social media, as well
as financial pressures around housing. However, when it comes
to HR’s role in supporting this demographic effectively, the key
is to get the balance right between tailoring support for all demographics
and not generalizing, stereotyping or neglecting other age
groups who might be struggling in different ways, and potentially
less visibly.
The workforce today is made up of four generations of employees
– Matures (born before 1946), Boomers (born between 1946
and1964), Gen Xers (born between 1965 and 1980), and Gen Yers
or millennials (born between 1981 and 2000). With these generations
come some differences in learning styles and a variety of
differences in knowledge, perspective and expertise. It’s essential to
encourage employees of all generations to be proactive about finding
opportunities to learn and stay fresh, focused and motivated.
It’s claimed that millennials feel the pressures of work stress far
more than their older counterparts and while there are statistics
to support this, it’s also important to consider that millennials are
also more open and honest about mental health, whereas older
generations still suffer from some residual stigma. That’s why millennials
are increasingly being seen within companies as driving
mental health awareness.
For instance, footwear and clothing brand Dr. Martens has
internal teams known as the “Culture Vultures” and “Rebel Souls”
stockbroker/123RF
Managing
Millennials
WHILE SUPPORTING
ALL GENERATIONS
By Patrick Williams
HRPROFESSIONALNOW.CA ❚ APRIL 2019 ❚ 37
/IpsosPA_PublicPerspectives_CA_April 2017 Mental Health.pdf
/en
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/HRPROFESSIONALNOW.CA
