Is the generation gap real or simply imagined?
Differences in values, attitudes, and beliefs between younger and older individuals are often attributed to a “generation gap,” which is most pronounced in discussions about topics such as LGBTQ+ rights, climate change, work-life balance, and more. Labels like Baby Boomers, Gen X, Millennials, Gen Z, and Gen Alpha attempt to encapsulate the common historical experiences of those born around the same time. The belief is that their shared formative experiences while growing up have led to a common worldview among them, thus distinguishing them from those born earlier or later.
Why Gen X thinks Gen Z can’t read
Older generations, like Gen X, may perceive Gen Z as less literate due to their focus on traditional forms of knowledge, such as print media and face-to-face communication. However, this overlooks Gen Z’s digital literacy, with proficiency in navigating technology, social media, and online platforms. The divide often reflects differing definitions of what “literacy” means in the digital age.
Photo: Ginnet Delgado / iStock
Do generational labels oversimplify us?
Generational labels, such as “Gen Z” being tech-savvy or “Boomers” resisting change, can oversimplify individuals. Thoughtful use prevents reinforcing stereotypes, fostering understanding and appreciation of the diverse qualities within each group.
THE GENERATION GAP— FACT OR FICTION?
However, discussions around the generation gap often confuse two types of differences: age differences and cohort differences. Age differences refer to how individuals change their beliefs and values as they grow older. For instance, older adults tend to be more concerned about health than younger adults. However, as younger adults face more health issues with age, they will similarly become more health conscious. The perceived “generation gap” may, therefore, be more a result of age differences rather than actual generational disparities. Some of these age differences are probably imagined—research shows that people often project their current capabilities onto their past selves. For instance, they may believe that the youths of their time were more knowledgeable because they now consider themselves as well-read, leading them to conclude that “kids these days” are worse off compared to the past. Age differences do not create a generational gap; they relate less to the timing of individuals’ births and more to their current stages of life.
Discussions around the generation gap often confuse two types of differences: age differences and cohort differences.
What, then, does the term “generational gap” refer to? There are two main reasons why those born in earlier versus later periods (ie birth cohorts) may differ in their behaviours and attitudes. First, people born at different times are likely to have different characteristics. For instance, while only 4.8% of Singaporeans born in 1960 went on to obtain a university degree, more than 36.5% complete their bachelor’s degree today.1 This suggests that younger cohorts may have greater access to information regarding global issues, thereby enhancing their perceptions of risk concerning matters such as climate change.2 For instance, a study conducted from 2020 to 2022 found that the generation gap regarding climate change relates to differing levels of belief—younger cohorts were initially more inclined to accept climate change than their older counterparts.3 However, by the end of the study, older cohorts shared similar levels of belief in climate change as younger cohorts.
Second, different birth cohorts experience different historical events and are differently affected by them. For instance, birth cohorts that graduated during COVID-19 have had to start their careers in a vastly different environment compared to before. Before the COVID-19 pandemic, in 2018, the unemployment rate in Singapore for those under 30 was around 5.45%. At the peak of the pandemic in 2020, the unemployment rate for those under 30 surged to 7.5%.4 During the COVID-19 pandemic, borders were closed, many businesses paused hiring and even had mass layoffs, while remote working became the norm. Studies have found that hybrid forms of work are now more common than before.5 It is not hard to imagine that younger cohorts will have different career expectations and aspirations in the future.
The generation gap is real in at least some specific aspects. Each generational cohort has grown up under different circumstances that have shaped their worldviews and influenced their responses to various social phenomena and events.
“We want jobs, not labels!”
The 2022 Indonesia Gen Z Report reveals that while around 10 million Gen Z individuals face unemployment, they are often unfairly labeled as lazy or lacking ambition. In reality, many are proactive in seeking career opportunities and advancement. The high unemployment rate is largely driven by structural issues, including skill mismatches and insufficient job creation.
Photo: ferli / 123rf
Each generational cohort has grown up under different circumstances that have shaped their worldviews and influenced their responses to various social phenomena and events.
OK Boomer, OK Millennial
In November 2019, New Zealand Green Party MP Chlöe Swarbrick, 25, responded with “OK, Boomer” after an older lawmaker interrupted her speech on the Zero Carbon Bill during a Parliament session. The viral phrase, a dismissal of older generations’ attitudes, sparked debate. Some supported Swarbrick’s frustration over climate inaction, while others criticised her for ageism.
Photo: Chlöe Swarbrick Facebook
WHAT CAUSES OR CONTRIBUTES TO THE GENERATION GAP?
The problem with discussions about the generation gap lies in the indiscriminate use of labels and stereotypes. Generational labels (eg Baby Boomers, Gen Z) serve as shorthand to recognise and address differences between younger and older individuals; however, they have unfortunately devolved into mostly negative stereotypes that unfairly characterise large segments of the population. Millennials have been labelled the “Strawberry Generation,” accused of being weak and incapable of enduring hardship. The term “Boomer” is often used loosely to refer to anyone older who displays undesirable traits such as stubbornness, conservative values (read: “outdated”), and an entitled mindset. Recently, “OK Boomer” memes that mock older individuals have gone viral online, seemingly resonating with significant portions of the younger demographic.
Prominent media outlets frequently perpetuate such stereotypes. For instance, influential podcaster Simon Sinek has a popular video explaining Millennials’ lack of success.6 He explains that Millennials have low self-esteem because they were given ‘participation trophies’ and received achievements without earning them, only to face a rude awakening when they had to work hard for what they wanted as they began their careers. Such allegations, however, are not strictly supported by evidence (eg how many Millennials actually received participation trophies?), and they ultimately oversimplify the experiences of an entire generation.
In recent years, social scientists have largely refrained from using generational labels in research. Three main issues are at play. Firstly, age divisions for each generation are essentially arbitrary. There is no consistent or concrete basis to determine which birth years belong to each generation, making the labels incredibly contrived for those born near the boundaries of these categories. A study by IPSOS found that most individuals across 29 countries cannot correctly identify the “generation” they belong to.7 Second, generational labels confuse age differences with generational differences, unnecessarily emphasising differences where, in reality, there may be more similarities. Lastly, these stereotypes can become self-fulfilling prophecies. For instance, if we assume that younger generations are entitled, we are likely to treat them accordingly and even induce such entitled behaviour as a result.
The problem with discussions about the generation gap lies in the indiscriminate use of labels and stereotypes.
Connecting generations
GenLab Collective, founded in 2021 in Singapore, is a non-profit focused on bridging generational divides. The organisation organises workshops, public events and storytelling programmes that connect youth and seniors. By partnering with schools and community groups, GenLab provides a platform for seniors to share their experiences, fostering intergenerational understanding and collaboration.
Photo: GenLab Collective
In light of these issues surrounding generational research, how can we make sense of generational differences in areas such as climate change and family formation? Ironically, it is important to recognise that there is not one large, insurmountable generational gap but many small, specific, and manageable ones. Some of these “gaps” are more pronounced than others, and it is always a good idea to find out where the real differences lie and why they exist. For instance, studies have found that cohorts do not significantly differ in their belief that climate change exists. The perceived generation gap is likely a result of the differences in their responses to climate change—younger cohorts are more inclined to experience climate-related emotions and adopt a more assertive stance towards activism, prioritising climate mitigation policies over economic growth. This is partly because, while younger cohorts are more educated about the issue, they may feel powerless in enacting change against it8 since they may still be in school or at the beginning of their careers.
Generations often offer a poor lens for understanding differences among people. There is considerable diversity even within a single generation; for instance, some individuals are affluent while others are poor, some are healthy while others are ill, and some are deeply religious while others are less so. Differences in attitudes and behaviours may be better attributed to these characteristics instead. For example, while voting patterns have traditionally been interpreted along generational lines,9 young men are beginning to vote quite differently from young women.10 Such polarisation indicates that gender is rapidly becoming a more significant lens through which to understand politics, compared to “generation”.
MIND THE GAP— CHALLENGES AND OPPORTUNITIES
Differences in opinions and worldviews are not inherently negative; friction from conflict can sometimes inspire new ideas and perspectives. However, such conflicts can also become counterproductive, especially in workplaces where younger and older cohorts come together in age-diverse teams. A recent video by RICE Media features older participants arguing that expecting overtime pay seems entitled and selfish.11 Younger participants, on the other hand, argued that bosses are unreasonable if they fail to establish proper work-life boundaries that safeguard their employees’ mental and physical health. Such assumptions colour our communication with each other and can lead to poor teamwork that compromises everyone’s outcomes in the end.
Generational labels confuse age differences with generational differences, unnecessarily emphasising differences where, in reality, there may be more similarities.
What can we do about this? Promoting intergenerational interactions is a promising approach. Research has shown that increased intergenerational contact can reduce age-related stereotypes,12 foster greater empathy for other generations,13 and improve intergenerational relationships within families and collaboration across different age groups in workplaces.14 Initiatives that empower organisations to facilitate intergenerational dialogues, such as those conducted by GenLab Collective, have helped participants better understand how to communicate with other generations.15 These efforts will become more critical in an ageing population, as older individuals will be encouraged to remain in the workforce longer or change careers, resulting in workplaces with greater generational diversity.
The wider society needs to move beyond using generational differences to explain everything. To this end, media outlets should avoid arbitrary generational labels and stereotypes while working with researchers to find explanations for generational differences. We also need more publicly shared data to help contextualise any alleged generational differences. For instance, simply concluding that older and younger individuals prioritise the economy versus the environment differently is pointless unless we understand why. Is this because climate change will impact one group more than the other? Is it because one group is more knowledgeable about the issues? Or are basic needs better met in one group than in the other? Generations are not an explanation in and of themselves, but without more data, it is not surprising that people resort to harmful stereotypes. ∞
GRACE CHUA
Grace Chua is a research assistant at the School of Social Sciences, Nanyang Technological University (NTU). Her research interests include social inequality, social connectedness and quantitative research methods.
SHANNON ANG
Prof Shannon Ang is an Assistant Professor of Sociology at NTU in Singapore. He completed his Master of Arts (MA) in Sociology, MA in Statistics, and PhD in Sociology at the University of Michigan. He has authored several academic articles, which have been published in journals such as Social Science and Medicine, Demography, The American Journal of Epidemiology and The Journals of Gerontology Series B: Psychological and Social Sciences, among others. Prof Ang primarily employs quantitative methods to pursue his research interests in life course sociology, focusing on the health and social lives of older adults.
FEBRUARY 2025 | ISSUE 13
MIND THE GAPS; BRIDGING THE GAPS
- “Education, Language Spoken and Literacy—Publications and Methodology.” SingStat, www.singstat.gov.sg/find-data/search-by-theme/population/education-language-spoken-and-literacy/publications-and-methodology. Accessed 27 Dec 2024.
- Wang, Qi, et al. “Green returns to education: Does education affect pro-environmental attitudes and behaviors in China?” PLOS ONE, vol 17, no 2, 3 Feb 2022, https://doi.org/10.1371/journal.pone.0263383.
- Poortinga, Wouter, et al. “Generational Differences in Climate-Related Beliefs, Risk Perceptions and Emotions in the UK.” Communications Earth & Environment, vol 4, no 1, 6 Jul 2023, https://doi.org/10.1038/s43247-023-00870-x.
- “Labour, Employment, Wages and Productivity.” SingStat, www.singstat.gov.sg/find-data/search-by-theme/economy/labour-employment-wages-and-productivity/latest-data. Accessed 27 Dec 2024.
- Iogansen, Xiatian, et al. “Change in Work Arrangement During the COVID-19 Pandemic: A Large Shift to Remote and Hybrid Work.” Transportation Research Interdisciplinary Perspectives, vol 25, May 2024, p 100969, https://doi.org/10.1016/j.trip.2023.100969.
- “Simon Sinek—The Millenial Question.” YouTube, youtu.be/NEsUudZvntE. Accessed 27 Dec 2024.
- Atkinson, Simon. IPSOS Generations Report 2024, IPSOS, Jun 2024, www.ipsos.com/sites/default/files/ct/news/documents/2024-07/Ipsos-Generations-Report-2024.pdf.
- Jones, Charlotte A, and Aidan Davison. “Disempowering Emotions: The Role of Educational Experiences in Social Responses to Climate Change.” Geoforum, vol 118, Jan 2021, pp 190–200, https://doi.org/10.1016/j.geoforum.2020.11.006.
- Hais, Michael, and Morley Winograd. “How Younger Voters Will Impact Elections: The More a Generation Changes, The More It Stays the Same.” Brookings, 4 May 2023, https://www.brookings.edu/articles/how-younger-voters-will-impact-elections-the-more-a-generation-changes-the-more-it-stays-the-same/.
- Yerushalmy, Jonathan. “What’s behind the Global Political Divide between Young Men and Women?” The Guardian, 14 Nov 2024, www.theguardian.com/us-news/2024/nov/14/us-election-donald-trump-voters-gender-race-data.
- “Are Gen Zs F*%king Up The Workplace? | Singapore, Unfiltered.” YouTube, RICE Media, 6 Aug 2022, youtu.be/-hM28ZqsYYo.
- Lou, Vivian W, and Annie A Dai. “A Review of Nonfamilial Intergenerational Programs on Changing Age Stereotypes and Well-Being in East Asia.” Journal of Intergenerational Relationships, vol 15, no 2, 3 Apr 2017, pp 143–158, https://doi.org/10.1080/15350770.2017.1294427.
- Campbell, Fiona, et al. “Non-familial Intergenerational Interventions and Their Impact on Social and Mental Wellbeing of Both Younger and Older People—A Mapping Review and Evidence and Gap Map.” Campbell Systematic Reviews, vol 19, no 1, 16 Feb 2023, https://doi.org/10.1002/cl2.1306.
- Dietz, Laura, and Ulrike Fasbender. “Age-Diverse Workplace Friendship: A Systematic Literature Review and Recommendations for Future Research.” Work, Aging and Retirement, vol 8, no 2, 15 Nov 2021, pp 163–197, https://doi.org/10.1093/workar/waab028.
- Global Intergenerational Week 2023: Impact Report, GenLab Collective, 2024, genlabcosg.org/wp-content/uploads/2024/04/GIW23-Impact-Report.pdf.
