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  • Writer's pictureDr. Juhanna Rogers, PH.D

Age Diversity and the Great Resignation

In an era where social consciousness is growing, people are gaining a broader understanding of diversity, equity and inclusion (DEI), the importance of representation and equal accessibility to individuals who were deprived of equal treatment prior to anti-discrimination, and harassment laws. And while many DEI conversations rightfully focus on race, religion and gender, DEI must also focus on age, and the unique experiences and perspectives it brings to our interactions with one another, within our workplaces and beyond.

There are a number of reasons why age diversity is important, from opportunities for innovation and mentorship, to diversity of ideas and skill sets. But in many instances, creating a workplace that benefits from all age ranges becomes a business imperative. As Baby Boomers and Gen X prepare for retirement, these roles need to be fulfilled with equipped individuals. Each generation brings its own unique skill sets; the younger generation may have a tighter grasp on technology while the older generation can provide institutional knowledge and mentorship on how to maneuver through life and the corporate world. Just as important, creating a fulfilling culture, opportunities for growth, offering competitive compensation and a positive work-life balance are becoming more critical to employee morale and retention.

Look no further than the recent Great Resignation trend, where employees left their jobs for reasons such as wage stagnation or lack of benefits, rising cost of living, limited opportunities for career advancement, hostile work environments, inflexible remote work policies and long-lasting job dissatisfaction. The pandemic exposed employee frustration and the lack of administrative support during a time of uncertainty.

The Great Resignation magnified, in some instances, poor treatment of employees, as well as a reevaluation of what people value in their employment, particularly as people got sick or lost family members to the virus. They began to think about their lives and what they ultimately wanted from their work environments. Many Millennials and Gen Z workers began to rethink their expectations when entering the workforce, or whether or not they stay in an unsatisfactory workplace, coupled with a stronger desire to protect against an unfulfilling lifestyle.

In these rapidly changing times, if companies want to achieve or retain their status as an employer of choice, their work environment needs to embrace representation amongst all forms of diversity. Introducing and supporting a wide range of individuals who differ in age allows for a variety of experiences and points of view, fosters innovation and builds a more inclusive culture that will not only benefit your employers, but your business operations as well.

Let us know how we can support your organization in assessing its current culture and DEI objectives. Contact us any time at

-Dr. J.

Dr. Juhanna Rogers is vice president of Racial Equity and Social Impact at CenterState CEO. Contact Dr. Rogers at to learn more about racial equity and social impact initiatives, DEI training courses and consultation services available through CenterState CEO.

References & Additional Reading

Research confirms it’s harder for millennials to get a ‘good’ job than it was for boomers, Money, May 23, 2022.

How gen Z is winning the great resignation, from pay increases to better work-life balance, Business, June 12, 2022.

Why workers just won’t stop quitting, BBC Work Life, Aug. 18, 2022).

6 reasons why an age diverse workplace is important, Vantage Aging, Jan. 21, 2020.

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