Employers face many challenges when it comes to mental health in the workplace. From demanding workloads, to cost-benefit analysis, or limited human resources—there are always hurdles to overcome in the pursuit of corporate wellbeing.
But one challenge in particular has quickly become a hot topic: Generational gaps in mental health and the need for inclusive, effective solutions for all employees.
Corporate leaders are realizing how vast and varied perceptions of mental health can be, especially when dealing with a multigenerational workforce. Initiatives that are well-received by younger generations often aren’t as welcomed by older employees and vice versa, leaving employers feeling discouraged and bewildered about how to affect meaningful change.
Fortunately, it is possible to create an environment where all employees, regardless of age, feel supported in their mental health needs. It just requires a deeper understanding of each generation, and the attitudes, values, and societal pressures that define each group.
That’s exactly what we’ll be exploring today.
A Guide to Generational Gaps in Mental Health
Why Should Employers Care About Generational Differences in Mental Health?
The era a person grew up in has a substantial impact on their view of mental health. Without understanding the unique perspectives held by each generation, it’s far more difficult to engage and support employees of different ages.
The benefits of an intergenerational approach to workplace mental health include:
1. Enhanced Collaboration
Bridging the generation gap encourages employees to see things from each other’s perspectives. When employers support their team members in relevant ways and acknowledge age-related perspectives, they empower employees to see differences as unique strengths. Younger employees start to realize they can benefit from the experience and wisdom of their older colleagues, while older employees discover they can gain fresh insights and perspectives from younger team members, enriching collaborative projects.
2. Increased Retention
The mental health gap between generations in the workplace can cause resentment and conflict if left unaddressed. Eventually, employees may consider leaving your company for a more supportive environment.
The good news, though, is that most employees want to understand their colleagues better and collaborate effectively. With the right training, your team members can learn more about each other, and gain the necessary skills to work together as a united front.
3. Strengthened Organizational Culture
Businesses always benefit when employees feel like they truly belong in the workplace. By tailoring your mental health initiatives to the needs of your multigenerational team, and encouraging employees to tackle barriers together, you create a more dynamic and resilient culture where diverse perspectives can co-exist in a productive way.
Generation-Specific Statistics
It’s critical to understand mental health stigma by generation. Employers must take historical context into account when addressing mental health in a work environment, including the availability and accessibility of information, changes in healthcare systems, and the portrayal of mental health in the media, among other factors.
Here are a few quick facts to keep in mind:
Baby Boomers (1946-1964)
- 39% of women 50+ and 24% of men 50+ say they are more anxious now than this time last year. (Source)
- Men around the age of 50 have the highest suicide rate of all age groups. (Source)
- Baby boomers in the lowest income bracket are 3X more likely to have symptoms of depression than those in higher brackets. (Source)
- 10 million Baby Boomers served in the military, including about 40% of the men of that generation. Many of these individuals still have either first-hand or vicarious trauma related to war. (Source)
- 70% of baby boomers are caucasian, making them the least racially diverse generation. (Source)
- Boomers are the least financially stressed generation, with just 9% saying they feel financial anxiety every day and only 44% feeling anxious about money three or more times a week. (Source)
Gen X (1965-1980)
- 27.6% of Gen X say work-life balance is a critical concern, compared to 20.9% of everybody else. (Source)
- Gen Xers are the most likely generation to say money has a negative impact on their mental health. (Source)
- Gen X-ers have the highest average debt of any generation. (Source)
- Gen X has significantly higher stress levels than other age groups, reporting an average stress level of 5.8 out of 10. This is notably higher than Millennials (3.4) and Baby Boomers (4.4). (Source)
- Gen Xers were the least parented generation in American history due to the rise of dual-income households as well as high rates of divorce. (Source)
Millennials (1981-1996)
- 45% of millennials believe they’ll live a less happy life than their parents’ generation. (Source)
- Millennials are the least likely generation to identify with a formal religion, with 43% saying they “don’t know, care, or believe that God exists”. (Source)
- Millennials are the most likely generation to die from alcohol and drug addiction. (Source)
- 57% of millennials are afraid of getting older, making them the most aging-averse generation. (Source)
- Millennials are most likely to feel comfortable speaking to an employer about feeling stressed or anxious, with 59% saying they’d have no problem doing so. (Source)
- Millennials are the most likely generation to live paycheck to paycheck. (Source)
- Millennials are the least likely to cheat on their spouses, with less than 10% of married couples saying they’ve experienced an affair. (Source)
Gen Z (1997-2012)
- Gen Z are the most likely generation to say they often/always feel lonely. (Source)
- Gen Zers are more likely than other generations to use wellness apps and digital mental health programs. (Source)
- 42% of Gen Zers have been diagnosed with a mental health condition. (Source)
- Generation Z is most likely to identify as LGBTQ+. (Source)
- Half of Gen Z young adults say their mental health is negatively affected by not knowing what to do with their lives, and almost three in five (58%) say they’ve lacked meaning or purpose in their lives within the past month. (Source)
Tips for Bridging Generational Gaps in Mental Health
1. Focus on Family
If there’s one deep-seated value that all generations share, it’s the desire to care for their families to the best of their ability. Employers can appeal to this core principle by prioritizing wellness initiatives that benefit not just the employee, but the employee’s family too.
Comprehensive family benefits packages that include services like therapy, prescription drugs, and health spending accounts can alleviate a lot of stress for employees and allow them to confidently care for their loved ones.
Additionally, offering free passes to community recreation centers, child care assistance, and flexible working arrangements can empower employees to prioritize their mental health and enjoy life to the fullest.
2. Avoid One-Size-Fits-All Solutions
Truly effective mental health support isn’t just a matter of available resources, it’s also about making those resources accessible to everyone. Older employees may prefer to speak to a therapist over the phone or in person, for example, while younger generations gravitate towards mobile apps and chat-based interactions.
The key is to give your employees the freedom to choose the method of delivery that best suits their needs and preferences. When uncertain, providing a variety of options is more beneficial than limiting them.
3. Emphasize Growth and Development
Another way to close generational gaps in mental health is to highlight opportunities for self-improvement. All generations view personal growth and development as a worthwhile endeavor and care about becoming the best possible version of themselves.
Corporate leaders can appeal to this intrinsic value by providing educational experiences that go beyond the hard skills required in the workplace.
Topics like effective communication, personal finance management, networking skills, nutritional wellness, goal setting and achievement, and leadership development can all nurture a sense of accomplishment and self-worth—contributing to a more motivated, engaged, and mentally resilient workforce.
Are You Ready to Prioritize Mental Health Across Generations?
We can help. Our personalized corporate mental health training sessions can be tailored to your needs.
Whether you’re looking to combat misinformation in the workplace, gain actionable strategies for addressing discrimination, or help employees in high-stress roles develop healthy coping mechanisms—our meaningful, highly interactive training experiences are the solution you’ve been looking for.
Let’s discuss ways to meet the diverse mental health needs of your workforce.