OK Boomer, OK Millennial, Let’s Talk About Using These Terms in the Workplace

Millennials are responsible for killing huge industries, from doorbells to houseplants. Generation Z can’t look up from their phones and live life through social media. Baby boomers are responsible for climate change and for not taking warnings about the impending doom it is going to cause in the future. The younger generations, tired of these allegations, have come up with a viral response to their older counterparts: “OK Boomer.” What started as a meme-worthy response, if used in the workplace, can now be considered age-based discrimination in the workplace. How can you tactfully navigate this highly sensitive area? Here’s our analysis.

While the concept of a multigenerational workforce is not new, it is probably the first time almost five generations of employees are working together. For a long time now, we’ve spoken about the value of generational diversityOpens a new window and the value a multigenerational workforce can bring to an organization.  

However, this one phrase – “OK Boomer” – which has become a viral sensation, has been equated with the highest of insults. In simpler terms, it is the equivalent of “shut up, Boomer,” and according to some, it is as insulting as a racial slurOpens a new window .

“It’s a joke,” sure – a passive response to all the allegations Gen Zers and millennials say they are tired of hearing. Baby boomers belong to the 1940–1960 decade, but “OK Boomer” is now being said to anyone who is from a generation older than millennials, and Generation X has also come into the line of fire in this war of words.

But is it okay to say “OK Boomer” in the workplace? What would you do if one of your older employees came up to you and complained that this was ageism? Or worse, harassment? On the other hand, a member of Gen Z could also have the same complaint, of being undermined by their older colleagues or being called “snowflakes” or the “avocado toast generation.”

Learn More: How to Foster a Multigenerational Workforce for your Next-Gen CompanyOpens a new window

It Is Not Okay to Say “OK Boomer” at Work

Recently, a tweetOpens a new window was posted that announced a statement by Joseph Sirback, a labor and employment attorney. He said in his statement, “as the phrase enters our vocabulary, the use of ‘OK boomer’ in the workplace could be sufficient evidence of age-based hostility to support a lawsuit under the ADEA [Age Discrimination in Employment Act of 1967Opens a new window of the U.S.].” This applies to anyone above the age of 40.

So, if someone comes to work wearing an OK Boomer t-shirt, or they say it to an older colleague, they are likely to be in trouble.

This tweet led to a huge debate on whether reverse ageism can also be considered discrimination at work, and it also elicits some more questions.

Does saying “OK Boomer” in response to a statement about younger generations lead to a hostile workplace?

If saying “OK Boomer” can be viewed as discrimination, is calling millennials and Gen Zers the “avocado toast” generation” or “snowflakes” okay?

These are grey areas that organizations need to consider and build policies around. Ageism works both ways. It requires a cohesive policy that includes members of all generations and enables them to feel valued in the workplace.

Learn More: HR’s Guide to a Gen Z WorkforceOpens a new window

How to Deal With Generational Challenges in the Workplace

The #OKBoomer saga has opened a topic rarely discussed in the organizational realm. How can you ensure that multiple generations cohesively coexist in the workplace without turning hostile toward each other?

Claudine Zachara, who serves as president and chief operating officer of ThinkWhyOpens a new window , a Labor Economics and Compensation Planning Solution, says in an exclusive with HR Technologist, “Generation Z, coined as the most racially diverse and tech-savvy generation to date, has been defined as conscientious, determined, independent, and competitive. And, being raised in the digital age, technological dexterity is second nature for them.”

For older employees, this knowledge and technological dexterity enable a fresh perspective on a world that has changed so rapidly. They have information at their fingertips, and they know how to use it.

“Meanwhile, the majority of Baby Boomers are still in the labor force, according to the Pew Research Center,” Zachara continues. “Boomers, along with Gen Xers, provide leadership and the wisdom that only comes with experience, which benefits younger talent in the workplace.”

Millennials and Gen Z are the leaders of the future. If they find their confidence undermined because they are being called lazy, thrifty, and a host of adjectives they do not appreciate, this will affect the future of your organization as well.

The older generation has real-world experience that can help the younger generation navigate the workspace and challenges of the future. While old thought processes may not work in a new space, the core tenets or values on which an organization functions rarely change. They can be interpreted in different ways, but they form the foundation of the future. Bring this to the notice of younger generations who may feel the need to respond with “OK Boomer” when presented with what they think is a traditional world view.

Zachara affirms the need to enable this dialog. “While the age gap may be considered problematic because of generational differences or stereotypes, the U.S. labor force is now experiencing unique opportunities. An organization’s proactivity to connect each generation can create a competitive edge in today’s workforce and help inspire a thriving employee-engagement strategy,” says Claudine.

Learn More: How Technology Can Facilitate Diversity Training in the WorkplaceOpens a new window

Over to You

While sensitivity training may be one way to reduce the impact of this passive conflict, as HR, you may be required to resort to the good old mediation, where you help them identify a middle ground to help meet them halfway.

Consider Robert DeNiro’s role in The Intern, where he helps a bunch of lost younger colleagues navigate some of the most confusing aspects of life. It doesn’t have to get personal, but there is a lot of experience and wisdom to be found if both parties have an open dialog about the issues they face in the workplace.

Do you have a strategy to deal with an #OKBoomer situation in the workplace? Tell us your thoughts about this generational divide on FacebookOpens a new window , LinkedInOpens a new window , or TwitterOpens a new window . We would love to hear about your perspective.