May 14, 2024
Dear Friends and Family,
This is the last segment of the series and is devoted to the generational trends of the future. The predicted trends that captured my interest the most are the following:
Happy Learning,
Harley
Dear Friends and Family,
This is the last segment of the series and is devoted to the generational trends of the future. The predicted trends that captured my interest the most are the following:
- The work from home trend is here to stay and will be fueled by Gen Zers having it as a strong preference.
- Millennial and Gen Zers do not hesitate to speak up if they are offended by something but tend to report it to a person of authority rather than a direct conversation with the person involved.
- Gen Zers are different than Millennials which means a transition from optimism to pessimism, entitlement to insecurity, self-confidence to doubt.
- Everything is becoming political and with it you must take a stand one way or another.
- With depression on the rise with young people, companies will have to up their game when it comes the mental health.
- Outrage narratives of injustice – which spreads so easily online – leads the younger generations to believe our problems are insurmountable, and that America society is pervasively unfair.
- Sexually the future is non-binary.
- Heavy emphasis on Diversity in the DEI ideology is a negative to Inclusion because it focuses on people’s biases.
- Cynicism and lack of trust in government has now spread to most adults, a situation the pandemic worsened.
- World history suggests that transferring religious beliefs into politics does not end well, which is a trend.
Happy Learning,
Harley
A STUDY OF AMERICAN GENERATIONS – SEGMENT 11
THE FUTURE – EXCERPTS
A Tapestry of Generations
Across continents, generations have faced diverse challenges and seized opportunities that have defined their era. The Silent Generation marked the aftermath of World War II. Rebuilt shattered societies and laid the foundation for the prosperity that followed. The Baby Boomers, with their idealism and desire for change, challenged societal norms and transformed the world through their activism and cultural revolution. Generation X navigated the complexities of globalization and set the stage for the digital age. The Millennials harnessed the power of technology to connect and mobilize, reshaping political landscapes and driving social change. And Generation Z, with their digital nativism and unwavering commitment to social justice, have already begun to leave their imprint on a world desperately in need of their vision. The future will require collaboration between generations, as they navigate the complexities of an interconnected world. The wisdom of the Silent Generation, the drive of the Baby Boomers, the pragmatism of Generation X. the idealism of the Millennials, and the passion of Generation Z will all play a vital role in shaping the world to come. By harnessing their collective strengths, they can forge a path forward that is sustainable, inclusive, and equitable.
Source: Generations Reimagined by Amanda Lisetti (2023)
The Future
Generational and cultural changes point to seven trends that will shape business and investing in the coming years.
1] Remote Work: It appears that the work from home trend is here to stay. In 2019, about 5% of all paid days for employees (across all industries) were worked at home. That surged to 62% in 2020 and by August 2022 had stabilized at 31%. For those working in information, technology, or finance, it settled at 50%. One economist describes the change as “the largest shock to labor markets in decades,” noting that “in America alone this is saving about 200 million hours and 6 billion miles of commuting a week.” Overall, there is a definite generational shift from the old “butt in chair” model of someone who works at the office, productive or not, until the boss leaves for the day. Increasingly, the focus is on results rather than time spent and on greater flexibility.
Flexibility is one of the key things Gen Zers look for in a job. For younger Millennials and Gen Z, technology has meant being able to do many tasks for white-collar jobs remotely, from writing to meetings to collaborating. Gen Z in particular have no memory of the time when getting online from home meant using a modem. As high school and college students, they did their work on their laptop from whatever location was the most convenient and comfortable. The idea of sitting in an office all day when they could be working from anywhere seems strange to them – though many, especially older generations, point out how much camaraderie and idea creation is lost when workers are not face-to-face in the office. Plus, many jobs, from retail to medicine are difficult if not impossible to do remotely. Where people live may also start to change – big cities will be out, and exurbs and rural locations in, at least for those who prefer a quieter life. The requirement to live close to where you work will begin to fade. Warm and scenic locations will see rising real estate prices, while colder and less scenic locations will see less demand.
2] Safe spaces and speech: When Gen Zers arrived on college campuses around 2013, older generations were taken aback at some of their demands, such as for trigger warnings on sensitive material. Students also asked for “safe spaces” they could retreat to in times of stress. Similar requests may soon appear in the workplace. It might not be long before some workplaces set up “safe spaces” with relaxing videos, comfy chairs, and calming music where workers can go if they are upset or stressed. Millennials and Gen Zers do not hesitate to speak up when they are offended by something, often by reporting what was said to an authority figure rather than having a direct conversation with the person involved. Managers now have the difficult task of preserving an atmosphere in which people can freely and respectfully discuss issues with each other without risking someone being effectively “canceled.” It will be a difficult needle to thread, and with Millennials and Gen Z increasingly dominating the workplace, these incidents will become more common, not less.
3] Gen Z are not Millennials: Companies that hire entry-level employees have already seen their workforces shift from mostly Millennials to mostly Gen Zers. In the 2020s, organizations that hire more experienced workers, such as for roles in management, law, medicine, and academia, will see this shift as well as Gen Z ages into their late 20s and early 30s. That means a transition from optimism to pessimism, entitlement to insecurity, and self-confidence to doubt. Millennials were challenging because they expected praise as a given; Gen Zers are challenging because they need praise for reassurance. Managers who just figured out Millennials are not figuring out Gen Z.
Individualism has promoted the idea that people should be their authentic selves at all times. That sounds good, but it can also mean not knowing how to approach professional situations. This is one thing Gen Z has in common with Millennials: They often need more structure and more direction. With their upbringing in a time of organized activities, and their development on the slow-life track, Gen Z does not have as much experience with independence and making decisions on their own. The good news is that Gen Z is highly practical and realizes the importance of hard work. Although work ethic didn’t return to where it was in the 1970s or 1980s, it rebounded considerably. At least, it did until 2021 when the pandemic dealt a blow to work ethic and teens backed off their post-recession willingness to focus on work.
Gen Z is actually less likely than previous generations to want a job that is interesting, and less likely to want a job where they can make friends, continuing trends begun by previous generations. Gen Z might think they don’t need to make friends at work because they already have a circle of friends they keep up with online; social media has made it easier than ever to keep in touch with friends even if they are physically far away. Gen Z is interested in a job that is worthwhile to society. That mirrors a trend in life goals: Recent classes of incoming college students have increasingly said it is important to help others who are in difficulty. Empathy is making a comeback, and Gen Z wants to know they are making a difference, including at work.
4] Everything is political: Gen Zers can barely remember a time before the country was so sharply divided politically. Everything is political, and politics has become about morals and values, not just candidates and debates. There is a new feeling that it’s us versus them, and you must take a stand one way or another. Overall, companies that were previously loath to take political positions for fear of alienating some customers are now being routinely asked to take stand by young employees. It’s also noteworthy that the Los Angeles Times article used the word pain to describe the employees’ position, borrowing language from Millennial and Gen Z activists who sometimes equate speech with physical harm. It remains to be seen how businesses will resolve this tension between satisfying employees and risking alienating some customers, but it’s likely the trend is here to stay.
5] Mental Health: With depression on the rise among young people, companies will have to up their game when it comes to mental health. Young employees will want to know: What coverage is available for mental health in your health care plans? Do you treat mental health on par with physical health when it comes to time off? The acceptability of “taking a mental health day” is in flux, but it won’t be for much longer. For all of their low self-esteem, Gen Z knows how to advocate for their mental health needs and is determined to eliminate any stigma around discussing mental health issues. Bosses should expect to hear more from their younger employees about their stress levels and possibly even their diagnoses. Stress is front and center for Gen Z at work. In a large 2020 poll for 13-to-25-year-olds, two -thirds said they felt high levels of stress about working in the future, and half said they were worried about finding a good job. Only 17% said they were optimistic about getting a good job. After Millennials’ outsize optimism, this is Gen Z: uncertain, anxious, and stressed.
6] The flattening: Individualism has flattened the authority structure everywhere, with distinctions between managers and employees fading. Relationships are less formal and more casual. Managers work together with employees as a team, rather than ordering around underlings. The days when managers could tell employees to do something, and they would just do it, are long gone. Gen Z is, at times, skeptical of the need for leaders at all, and has been for several years. It’s unclear how much this flattening will carry over into business, where a more traditional structure usually has leaders setting the goals. Still, Gen Z – like Millennials before them – are not inclined to blindly accept orders. Their reasoning for this is different from Millennials, whose self-confidence led them to challenge authority and aspire to be the boss themselves in a few years. Gen Z lacks this sense of entitlement but has a deeply seated belief that everyone is equal and should be treated as such. That pulls for a flat leadership structure, with employees exercising a good deal of autonomy and not assuming that the boss always knows more. Gen Zer’s experiences with technology and with the new cultural norms around gender tell them that older generations often know less.
7] The future is nonbinary: With 1 in 18 young adults (and 1 out of 13, 18-to-22-year-olds) identifying as nonbinary or transgender, genderless clothing is going to become more popular. The new emphasis on gender has brought a new emphasis on pronouns. Although stating one’s pronouns is now common on college campuses, it has yet to become standard in the business world. These attitudes will soon change. Stating pronouns will become standard practice in business. As Gen Z becomes the bulk of new hires, they will request (and possibly demand) it. One expert advises, “In addition to asking. ‘What’s your name?’ you can ask, ‘What are your pronouns?’ We can’t assume a specific pronoun or gender identity because someone is wearing a skirt, or they play football.”
THE FUTURE OF FAMILY: Millennial Birth Rates: As recently as 2008, the total fertility rate in the U.S. was 2.1 – meaning each woman was likely to have 2 children, enough to replace the population. That rate slipped below replacement levels in 2009 and kept falling. By 2020, the total fertility rate was 1.64, the lowest ever recorded. When the birth rate is below replacement, the country tilts toward having more older people than younger ones. Birth rates are about more than people having babies – they influence the present and future demographic makeup of the country, affecting everything from product marketing to public policy to the economic future. If you can project what the birth rate is going to do in the next decade, key parts of the country’s future snap into focus. In the 2020s, the key question is this: Will the birth rate ever come back up substantially? That question has a very clear two-letter answer: no.
THE FUTURE OF POLITICS: A group of political scientists and statisticians recently crunched data on generational differences in political views. They found that the popularity of the president in office when people are between the ages of 14 and 24 strongly influences their political leaning for their entire lives. Given President Trump’s low approval ratings, we would expect voters coming of age between 2016 and 2020 – those born in the early 1990s to the early 2020s – to lean Democrat. This sets up a fundamental generational conflict in politics in the next decade between more conservative Boomers and Gen Xers contrasted with Gen Zers and Millennials who came of age after 2005, an era favorable for Democrats. Combined with the demographic shift in these younger generations toward more racial and ethnic diversity, which also tilts younger generations more toward Democrats, more of the U.S. population will identify as Democrats with each passing year.
With gender differences in communication styles, legislative priorities, and values, this could lead to more misunderstandings and a greater disconnect among the parties. Politics are increasingly polarized, with the parties deadlocked in Congress and politics becoming less civil and more contentious. This was once primarily an issue among politicians, but it now divides regular people. The data suggest this is not going to change anytime soon.
The cynicism and lack of trust in government that started with Gen X has now spread to most adults, a situation the pandemic only worsened. This high level of dissatisfaction among all adults combined with Gen Z’s negative views of the country and its history, suggest the U.S. is in a precarious moment in the 2020s – one that may engender more political unrest. Given these trends and fears for American democracy are not unfounded.
Technology and Regulation: Digital technology is a double-edged sword. Technology is why the smartphone era is so awesome, and also why it sucks. The best thing about the Internet is that we have access to endless information; the worst thing about the Internet is that we have access to endless information. Outrage narratives of injustice – which spread so easily online – leads younger generations in particular to believe that our problems are insurmountable, and that American society is pervasively unfair, such as the notion that younger generations suffer from “stagnant wages” despite lack of evidence or the belief that gender discrimination in getting a college education when in fact more college degrees go to women than to men.
This negativity and anger could well be a contributing factor in many of the ills of the present age: depression, misinformation, political polarization, and threats to democracy. Young adults compare themselves to others on social media and feel depressed; “doomscrolling” seemingly endless bad news online brings people down; calls for canceling nearly always begin on social media; misinformation spreads; hostile and angry posts spread the fastest, contributing to political polarization, which builds and leads to pervasive untruths and occasionally violence in the real world. Just as many generational trends can be traced to technology, much of what divides us now can be traced to social media – perhaps not as the sole cause, but as a crucial contributor. Regulating social media to preserve its positives while reining in its negatives will be one of the most important tasks of the 2020s.
This may be one of the few issues Democrats and Republicans can agree on: social media needs more regulation. The health of our Democracy – and of our children – may depend on it.
THE FUTURE OF RACE: The generational divide here can be wide, particularly for Silents and Boomers who can remember when racial segregation meant separate but unequal. Millennials and particularly Gen Zers instead sometimes perceive downsides to racial integration and, to the shock of their elders, want to go back to racial divisions – though voluntarily this time.
Companies and educational institutions have committed to diversity, equity and inclusion (DEI) initiatives at high rates. Many organizations now have full-time staff members who oversee DEI. Major textbook companies now require DEI reviews of all new books. Many companies mandate DEI training for employees. Some intriguing social psychology research suggests that the best way to foster inclusion is not by pointing out people’s bias, as many DEI trainings do, but instead by telling people that inclusion is the norm. Inclusion is improved when the inclusive attitudes of the many, rather than the biased attitudes of the few are emphasized.
THE FUTURE OF RELIGION: All signs point toward religion continuing to retreat among Americans. As the years go on, a steadily smaller share of the U.S. population will be religious, with a noticeable divide between generations born before and after 1980. The decline in religion could also mean a decline in community – there will be one less place for people to gather in person. Many community services, including help for the poor, are run by religious organizations. In the coming years, other organizations will need to fill the gap left by religious communities. In general, groups based on political beliefs may be taking the place of religious groups. With political belief splintering around education, state and rural vs. urban locations. Americans are increasingly surrounded by people with similar political beliefs. World history suggests that transferring religious beliefs into politics will not end well.
WOKE CAPITALISM: Gen Zers and Millennials are strikingly more likely to agree that “American businesses have a responsibility to take position on political or socials issues facing the country.” Young people are more likely to say this regardless of their political party; in contrast older generations show a more partisan split toward Democrats being more likely to want businesses to take political positions.
THE FUTURE OF GENERATIONS: Rising individualism weaves through the story of each generation. Silents harnessed individualistic thinking when they fought for the abolition of racial segregations and overturned laws that discriminated based on gender. Boomers wielded it when they protested the Vietnam War draft and challenged traditional rules about what women could and couldn’t do. Gen Xers put their own twist on individualism by valuing self-confidence and harboring distrust. Millennials elevated positive self-views to new heights and supported LGB people’s individual rights to be who they are and love and who they love. Gen Z makes the individualistic argument that everyone can choose their gender – and that there are more than two. All cultural systems have trade-offs, and individualism has brought Americans a culture with unprecedented freedom, diverse voices, and a belief that people can be who they want to be. However, it has also created more distrust of others, and a fragmented social fabric. Leaving social rules behind to favor the individual brings both freedom and chaos, both liberation and disconnection.
The slow-life strategy has grown with each generation, delaying traditional milestones at every stage of their life cycle. Children are safer but less independent; teens are less likely to drink alcohol, drive, or work; young adults postpone marriage, children, and career; the middle-aged feel and act younger; and seniors work and travel at older ages than ever. The slow life grew from a whisper for Boomers, who married young but had children a little later, to a shout for Millennials, who graduated from college in record numbers and delayed marriage and children longer than any previous generation. By the time Gen Z came along, the slow-life strategy was at full scream, with driving, working, and even sex delayed. The slowdown wasn’t completely linear—Gen Xers had a fast childhood and adolescence followed by a slow adulthood – but the end result was not just a slowing of the development trajectory but a shift in values and behaviors. Those have included parents believing children need constant supervision, 17-year-olds rarely going out with friends, parents solving problems for college students, marriage postponed until one’s 30s, the middle-aged wearing ironic T-shirts, and the election of political leaders deep into their 70s. These trends aren’t completely bad or good – they’re simply the product of more complex technology giving us more time.
With technological progress continuing to march forward, the slow life is likely here to stay. Each new advancement changed day-to-day life, from Boomers and Gen Xers watching hours of TV as kids to Millennials discovering instant messaging and early social media. Gen Z got an especially strong dose of technology transforming routines, with smartphones and ubiquitous social media pushing young people’s social lives online and driving the alarming rise in depression, self-harm, and suicide after 2012.
The lightning-fast pace of technology change has also produced the largest generation gaps in attitudes since the Boomers defied their Greatest generation parents in the 1960s. With older generations lamenting the younger’s work ethic and skills, growing political divides, a distinct generational cast to cancel culture, younger generations criticizing older people’s lack of tech savvy, and the derisive used of phrases such as, “OK, Boomer,” generational conflict seems to be everywhere. Accelerating individualism has radically changed attitudes, especially around gender, that even many Millennials feel like they can’t keep up. The slowing down of the life cycle has meant older and younger generations crossed important milestones at very different times, creating ample opportunities for criticism and misunderstanding. This all plays out in an online media environment that emphasizes the negative, heightening generational conflicts that might not be so severe if people discussed them face-to-face.
Technology has isolated us from each other, sowed political division, fueled income inequality, spread pervasive pessimism, widened generation gaps, stolen our attention and is the primary culprit for a mental health crisis among teens and young adults. This is the challenge for all six generations in the decades to come: to find a way for technology to bring us together instead of driving us apart. Recognizing the widespread impact of technology helps us see that all generations have been buffeted by its winds. Instead of debating which generation is to blame, we can realize that the generations influence each other as they all navigate cultural change. Demystifying generational differences may also reduce intergenerational conflict. The more we understand the perspective of different generations, the easier it is to see we’re all in this together.
Source: Generations: The Real Differences Between Gen Z, Millennials, Gen X, Boomers, and Silents – and What They Mean for America’s Future by Jean M. Twenge, PhD (2023)
The unabbreviated version of the above can be found in the pdf document below.
THE FUTURE – EXCERPTS
A Tapestry of Generations
Across continents, generations have faced diverse challenges and seized opportunities that have defined their era. The Silent Generation marked the aftermath of World War II. Rebuilt shattered societies and laid the foundation for the prosperity that followed. The Baby Boomers, with their idealism and desire for change, challenged societal norms and transformed the world through their activism and cultural revolution. Generation X navigated the complexities of globalization and set the stage for the digital age. The Millennials harnessed the power of technology to connect and mobilize, reshaping political landscapes and driving social change. And Generation Z, with their digital nativism and unwavering commitment to social justice, have already begun to leave their imprint on a world desperately in need of their vision. The future will require collaboration between generations, as they navigate the complexities of an interconnected world. The wisdom of the Silent Generation, the drive of the Baby Boomers, the pragmatism of Generation X. the idealism of the Millennials, and the passion of Generation Z will all play a vital role in shaping the world to come. By harnessing their collective strengths, they can forge a path forward that is sustainable, inclusive, and equitable.
Source: Generations Reimagined by Amanda Lisetti (2023)
The Future
Generational and cultural changes point to seven trends that will shape business and investing in the coming years.
1] Remote Work: It appears that the work from home trend is here to stay. In 2019, about 5% of all paid days for employees (across all industries) were worked at home. That surged to 62% in 2020 and by August 2022 had stabilized at 31%. For those working in information, technology, or finance, it settled at 50%. One economist describes the change as “the largest shock to labor markets in decades,” noting that “in America alone this is saving about 200 million hours and 6 billion miles of commuting a week.” Overall, there is a definite generational shift from the old “butt in chair” model of someone who works at the office, productive or not, until the boss leaves for the day. Increasingly, the focus is on results rather than time spent and on greater flexibility.
Flexibility is one of the key things Gen Zers look for in a job. For younger Millennials and Gen Z, technology has meant being able to do many tasks for white-collar jobs remotely, from writing to meetings to collaborating. Gen Z in particular have no memory of the time when getting online from home meant using a modem. As high school and college students, they did their work on their laptop from whatever location was the most convenient and comfortable. The idea of sitting in an office all day when they could be working from anywhere seems strange to them – though many, especially older generations, point out how much camaraderie and idea creation is lost when workers are not face-to-face in the office. Plus, many jobs, from retail to medicine are difficult if not impossible to do remotely. Where people live may also start to change – big cities will be out, and exurbs and rural locations in, at least for those who prefer a quieter life. The requirement to live close to where you work will begin to fade. Warm and scenic locations will see rising real estate prices, while colder and less scenic locations will see less demand.
2] Safe spaces and speech: When Gen Zers arrived on college campuses around 2013, older generations were taken aback at some of their demands, such as for trigger warnings on sensitive material. Students also asked for “safe spaces” they could retreat to in times of stress. Similar requests may soon appear in the workplace. It might not be long before some workplaces set up “safe spaces” with relaxing videos, comfy chairs, and calming music where workers can go if they are upset or stressed. Millennials and Gen Zers do not hesitate to speak up when they are offended by something, often by reporting what was said to an authority figure rather than having a direct conversation with the person involved. Managers now have the difficult task of preserving an atmosphere in which people can freely and respectfully discuss issues with each other without risking someone being effectively “canceled.” It will be a difficult needle to thread, and with Millennials and Gen Z increasingly dominating the workplace, these incidents will become more common, not less.
3] Gen Z are not Millennials: Companies that hire entry-level employees have already seen their workforces shift from mostly Millennials to mostly Gen Zers. In the 2020s, organizations that hire more experienced workers, such as for roles in management, law, medicine, and academia, will see this shift as well as Gen Z ages into their late 20s and early 30s. That means a transition from optimism to pessimism, entitlement to insecurity, and self-confidence to doubt. Millennials were challenging because they expected praise as a given; Gen Zers are challenging because they need praise for reassurance. Managers who just figured out Millennials are not figuring out Gen Z.
Individualism has promoted the idea that people should be their authentic selves at all times. That sounds good, but it can also mean not knowing how to approach professional situations. This is one thing Gen Z has in common with Millennials: They often need more structure and more direction. With their upbringing in a time of organized activities, and their development on the slow-life track, Gen Z does not have as much experience with independence and making decisions on their own. The good news is that Gen Z is highly practical and realizes the importance of hard work. Although work ethic didn’t return to where it was in the 1970s or 1980s, it rebounded considerably. At least, it did until 2021 when the pandemic dealt a blow to work ethic and teens backed off their post-recession willingness to focus on work.
Gen Z is actually less likely than previous generations to want a job that is interesting, and less likely to want a job where they can make friends, continuing trends begun by previous generations. Gen Z might think they don’t need to make friends at work because they already have a circle of friends they keep up with online; social media has made it easier than ever to keep in touch with friends even if they are physically far away. Gen Z is interested in a job that is worthwhile to society. That mirrors a trend in life goals: Recent classes of incoming college students have increasingly said it is important to help others who are in difficulty. Empathy is making a comeback, and Gen Z wants to know they are making a difference, including at work.
4] Everything is political: Gen Zers can barely remember a time before the country was so sharply divided politically. Everything is political, and politics has become about morals and values, not just candidates and debates. There is a new feeling that it’s us versus them, and you must take a stand one way or another. Overall, companies that were previously loath to take political positions for fear of alienating some customers are now being routinely asked to take stand by young employees. It’s also noteworthy that the Los Angeles Times article used the word pain to describe the employees’ position, borrowing language from Millennial and Gen Z activists who sometimes equate speech with physical harm. It remains to be seen how businesses will resolve this tension between satisfying employees and risking alienating some customers, but it’s likely the trend is here to stay.
5] Mental Health: With depression on the rise among young people, companies will have to up their game when it comes to mental health. Young employees will want to know: What coverage is available for mental health in your health care plans? Do you treat mental health on par with physical health when it comes to time off? The acceptability of “taking a mental health day” is in flux, but it won’t be for much longer. For all of their low self-esteem, Gen Z knows how to advocate for their mental health needs and is determined to eliminate any stigma around discussing mental health issues. Bosses should expect to hear more from their younger employees about their stress levels and possibly even their diagnoses. Stress is front and center for Gen Z at work. In a large 2020 poll for 13-to-25-year-olds, two -thirds said they felt high levels of stress about working in the future, and half said they were worried about finding a good job. Only 17% said they were optimistic about getting a good job. After Millennials’ outsize optimism, this is Gen Z: uncertain, anxious, and stressed.
6] The flattening: Individualism has flattened the authority structure everywhere, with distinctions between managers and employees fading. Relationships are less formal and more casual. Managers work together with employees as a team, rather than ordering around underlings. The days when managers could tell employees to do something, and they would just do it, are long gone. Gen Z is, at times, skeptical of the need for leaders at all, and has been for several years. It’s unclear how much this flattening will carry over into business, where a more traditional structure usually has leaders setting the goals. Still, Gen Z – like Millennials before them – are not inclined to blindly accept orders. Their reasoning for this is different from Millennials, whose self-confidence led them to challenge authority and aspire to be the boss themselves in a few years. Gen Z lacks this sense of entitlement but has a deeply seated belief that everyone is equal and should be treated as such. That pulls for a flat leadership structure, with employees exercising a good deal of autonomy and not assuming that the boss always knows more. Gen Zer’s experiences with technology and with the new cultural norms around gender tell them that older generations often know less.
7] The future is nonbinary: With 1 in 18 young adults (and 1 out of 13, 18-to-22-year-olds) identifying as nonbinary or transgender, genderless clothing is going to become more popular. The new emphasis on gender has brought a new emphasis on pronouns. Although stating one’s pronouns is now common on college campuses, it has yet to become standard in the business world. These attitudes will soon change. Stating pronouns will become standard practice in business. As Gen Z becomes the bulk of new hires, they will request (and possibly demand) it. One expert advises, “In addition to asking. ‘What’s your name?’ you can ask, ‘What are your pronouns?’ We can’t assume a specific pronoun or gender identity because someone is wearing a skirt, or they play football.”
THE FUTURE OF FAMILY: Millennial Birth Rates: As recently as 2008, the total fertility rate in the U.S. was 2.1 – meaning each woman was likely to have 2 children, enough to replace the population. That rate slipped below replacement levels in 2009 and kept falling. By 2020, the total fertility rate was 1.64, the lowest ever recorded. When the birth rate is below replacement, the country tilts toward having more older people than younger ones. Birth rates are about more than people having babies – they influence the present and future demographic makeup of the country, affecting everything from product marketing to public policy to the economic future. If you can project what the birth rate is going to do in the next decade, key parts of the country’s future snap into focus. In the 2020s, the key question is this: Will the birth rate ever come back up substantially? That question has a very clear two-letter answer: no.
THE FUTURE OF POLITICS: A group of political scientists and statisticians recently crunched data on generational differences in political views. They found that the popularity of the president in office when people are between the ages of 14 and 24 strongly influences their political leaning for their entire lives. Given President Trump’s low approval ratings, we would expect voters coming of age between 2016 and 2020 – those born in the early 1990s to the early 2020s – to lean Democrat. This sets up a fundamental generational conflict in politics in the next decade between more conservative Boomers and Gen Xers contrasted with Gen Zers and Millennials who came of age after 2005, an era favorable for Democrats. Combined with the demographic shift in these younger generations toward more racial and ethnic diversity, which also tilts younger generations more toward Democrats, more of the U.S. population will identify as Democrats with each passing year.
With gender differences in communication styles, legislative priorities, and values, this could lead to more misunderstandings and a greater disconnect among the parties. Politics are increasingly polarized, with the parties deadlocked in Congress and politics becoming less civil and more contentious. This was once primarily an issue among politicians, but it now divides regular people. The data suggest this is not going to change anytime soon.
The cynicism and lack of trust in government that started with Gen X has now spread to most adults, a situation the pandemic only worsened. This high level of dissatisfaction among all adults combined with Gen Z’s negative views of the country and its history, suggest the U.S. is in a precarious moment in the 2020s – one that may engender more political unrest. Given these trends and fears for American democracy are not unfounded.
Technology and Regulation: Digital technology is a double-edged sword. Technology is why the smartphone era is so awesome, and also why it sucks. The best thing about the Internet is that we have access to endless information; the worst thing about the Internet is that we have access to endless information. Outrage narratives of injustice – which spread so easily online – leads younger generations in particular to believe that our problems are insurmountable, and that American society is pervasively unfair, such as the notion that younger generations suffer from “stagnant wages” despite lack of evidence or the belief that gender discrimination in getting a college education when in fact more college degrees go to women than to men.
This negativity and anger could well be a contributing factor in many of the ills of the present age: depression, misinformation, political polarization, and threats to democracy. Young adults compare themselves to others on social media and feel depressed; “doomscrolling” seemingly endless bad news online brings people down; calls for canceling nearly always begin on social media; misinformation spreads; hostile and angry posts spread the fastest, contributing to political polarization, which builds and leads to pervasive untruths and occasionally violence in the real world. Just as many generational trends can be traced to technology, much of what divides us now can be traced to social media – perhaps not as the sole cause, but as a crucial contributor. Regulating social media to preserve its positives while reining in its negatives will be one of the most important tasks of the 2020s.
This may be one of the few issues Democrats and Republicans can agree on: social media needs more regulation. The health of our Democracy – and of our children – may depend on it.
THE FUTURE OF RACE: The generational divide here can be wide, particularly for Silents and Boomers who can remember when racial segregation meant separate but unequal. Millennials and particularly Gen Zers instead sometimes perceive downsides to racial integration and, to the shock of their elders, want to go back to racial divisions – though voluntarily this time.
Companies and educational institutions have committed to diversity, equity and inclusion (DEI) initiatives at high rates. Many organizations now have full-time staff members who oversee DEI. Major textbook companies now require DEI reviews of all new books. Many companies mandate DEI training for employees. Some intriguing social psychology research suggests that the best way to foster inclusion is not by pointing out people’s bias, as many DEI trainings do, but instead by telling people that inclusion is the norm. Inclusion is improved when the inclusive attitudes of the many, rather than the biased attitudes of the few are emphasized.
THE FUTURE OF RELIGION: All signs point toward religion continuing to retreat among Americans. As the years go on, a steadily smaller share of the U.S. population will be religious, with a noticeable divide between generations born before and after 1980. The decline in religion could also mean a decline in community – there will be one less place for people to gather in person. Many community services, including help for the poor, are run by religious organizations. In the coming years, other organizations will need to fill the gap left by religious communities. In general, groups based on political beliefs may be taking the place of religious groups. With political belief splintering around education, state and rural vs. urban locations. Americans are increasingly surrounded by people with similar political beliefs. World history suggests that transferring religious beliefs into politics will not end well.
WOKE CAPITALISM: Gen Zers and Millennials are strikingly more likely to agree that “American businesses have a responsibility to take position on political or socials issues facing the country.” Young people are more likely to say this regardless of their political party; in contrast older generations show a more partisan split toward Democrats being more likely to want businesses to take political positions.
THE FUTURE OF GENERATIONS: Rising individualism weaves through the story of each generation. Silents harnessed individualistic thinking when they fought for the abolition of racial segregations and overturned laws that discriminated based on gender. Boomers wielded it when they protested the Vietnam War draft and challenged traditional rules about what women could and couldn’t do. Gen Xers put their own twist on individualism by valuing self-confidence and harboring distrust. Millennials elevated positive self-views to new heights and supported LGB people’s individual rights to be who they are and love and who they love. Gen Z makes the individualistic argument that everyone can choose their gender – and that there are more than two. All cultural systems have trade-offs, and individualism has brought Americans a culture with unprecedented freedom, diverse voices, and a belief that people can be who they want to be. However, it has also created more distrust of others, and a fragmented social fabric. Leaving social rules behind to favor the individual brings both freedom and chaos, both liberation and disconnection.
The slow-life strategy has grown with each generation, delaying traditional milestones at every stage of their life cycle. Children are safer but less independent; teens are less likely to drink alcohol, drive, or work; young adults postpone marriage, children, and career; the middle-aged feel and act younger; and seniors work and travel at older ages than ever. The slow life grew from a whisper for Boomers, who married young but had children a little later, to a shout for Millennials, who graduated from college in record numbers and delayed marriage and children longer than any previous generation. By the time Gen Z came along, the slow-life strategy was at full scream, with driving, working, and even sex delayed. The slowdown wasn’t completely linear—Gen Xers had a fast childhood and adolescence followed by a slow adulthood – but the end result was not just a slowing of the development trajectory but a shift in values and behaviors. Those have included parents believing children need constant supervision, 17-year-olds rarely going out with friends, parents solving problems for college students, marriage postponed until one’s 30s, the middle-aged wearing ironic T-shirts, and the election of political leaders deep into their 70s. These trends aren’t completely bad or good – they’re simply the product of more complex technology giving us more time.
With technological progress continuing to march forward, the slow life is likely here to stay. Each new advancement changed day-to-day life, from Boomers and Gen Xers watching hours of TV as kids to Millennials discovering instant messaging and early social media. Gen Z got an especially strong dose of technology transforming routines, with smartphones and ubiquitous social media pushing young people’s social lives online and driving the alarming rise in depression, self-harm, and suicide after 2012.
The lightning-fast pace of technology change has also produced the largest generation gaps in attitudes since the Boomers defied their Greatest generation parents in the 1960s. With older generations lamenting the younger’s work ethic and skills, growing political divides, a distinct generational cast to cancel culture, younger generations criticizing older people’s lack of tech savvy, and the derisive used of phrases such as, “OK, Boomer,” generational conflict seems to be everywhere. Accelerating individualism has radically changed attitudes, especially around gender, that even many Millennials feel like they can’t keep up. The slowing down of the life cycle has meant older and younger generations crossed important milestones at very different times, creating ample opportunities for criticism and misunderstanding. This all plays out in an online media environment that emphasizes the negative, heightening generational conflicts that might not be so severe if people discussed them face-to-face.
Technology has isolated us from each other, sowed political division, fueled income inequality, spread pervasive pessimism, widened generation gaps, stolen our attention and is the primary culprit for a mental health crisis among teens and young adults. This is the challenge for all six generations in the decades to come: to find a way for technology to bring us together instead of driving us apart. Recognizing the widespread impact of technology helps us see that all generations have been buffeted by its winds. Instead of debating which generation is to blame, we can realize that the generations influence each other as they all navigate cultural change. Demystifying generational differences may also reduce intergenerational conflict. The more we understand the perspective of different generations, the easier it is to see we’re all in this together.
Source: Generations: The Real Differences Between Gen Z, Millennials, Gen X, Boomers, and Silents – and What They Mean for America’s Future by Jean M. Twenge, PhD (2023)
The unabbreviated version of the above can be found in the pdf document below.
| generations_11l_the_future_--_segment_11.pdf |