Filling the talent gap presents
new opportunities—and challenges
By Sharon Emek, Ph.D., CIC
A late-2025 Labor Market Study released by The Jacobson Group and Aon’s Strategy and Technology Group showed that hiring is on the rise within the insurance industry. Looking down the road into late 2026, 53% of companies plan to increase staff, with 81% looking to grow their revenue in that same time period.
Yet increasingly, companies are finding it tougher to hire, with 12% saying it’s more difficult now to hire talent than it was in the prior year.
For that reason, many organizations are now realizing the benefit of hiring older workers. Right now, 19% of the workforce is comprised of workers aged 65 and older, says Pew Research Center. That same age group is also working full-time jobs more often; CDC data show that since 1994, there has been a steady increase in the number of older workers holding full-time jobs, while the Bureau of Labor Statistics shows that 38.3% of older workers held part-time jobs in 2024.
This poses an unusual challenge for many organizations: how to manage a workforce that now includes baby boomers, Gen X, millennials, and Gen Z, all with different work habits, communication styles, and career expectations.
Today’s workforce
Employees of all ages want a people-first focus, flexibility, management support, and work-from-home options with flexible start times.
According to the Bureau of Labor Statistics, millennials (born 1981–1996) now make up about 75% of the global workforce. They value balance, ethical leadership, purpose, and collaboration. Gen Z (born 1997–2012) is rapidly entering the workforce and brings tech fluency, a passion for social impact, and an expectation of instant communication and transparency.
Meanwhile, Gen X (born 1965–1980) plays a pivotal bridge role between boomers and millennials—valuing independence, efficiency, and practical flexibility. Boomers (born 1946–1964) remain active contributors, with BLS data showing that 15% of today’s workforce is 65 and older.
Workers aged 75 and older are the fastest-growing age group, now representing 9% of the labor force—four times the share in 1964.
A multigenerational workforce offers powerful advantages. With perspectives spanning decades, teams can view challenges from every angle, driving stronger decisions. Older workers often mentor newer employees, sharing the soft skills and work ethic that only experience can teach. In fact, a Journal of Occupational Health paper shows engagement rises with age.
When you value input across generations, morale and retention rise. Employees who feel heard and respected—regardless of age—are more engaged and loyal.
Managing across generations
With such a diverse workforce, organizations must now adopt management strategies that address all employees. Start with understanding what traits each demographic has in common.
Focus on shared goals. All generations—from Gen Z to boomers—seek balance and purpose. Millennials and Gen Z often want hybrid or remote work for flexibility; older workers value the same for family or health reasons. Financial and caregiving pressures also cross age lines. Everyone wants meaningful work, collaboration, and career support.
Adopt hybrid work arrangements. Flexible work options address the shared needs of all generations. Allowing full- or part-time remote work supports productivity and well-being while expanding your talent pool beyond geographic limits. The Jacobson Group/Aon study shows 78% of companies expect hybrid schedules to exist over the next six months—a trend appealing across generations.
Build better communication processes. Communication preferences may differ—Gen Z favors digital channels; boomers often prefer direct dialogue; Gen X and millennials sit comfortably between both—but all employees need regular connection. Managers should check in frequently, review progress, and create space for employees to share personal or professional challenges that may impact work.
Establish mentorship efforts. Encourage reverse mentoring where younger staff share new tech tools while older employees impart institutional wisdom. Pair new hires with experienced team members to ease onboarding and strengthen collaboration. Provide structured templates and clear communication channels to help mentors succeed.
Revamp hiring practices. Use blind hiring to minimize bias—studies show it can boost diversity by up to 46%. Rethink rigid degree requirements and focus on skills-based hiring. Expand searches to include remote workers, retirees reentering the workforce, and career changers. Diverse experience—across generations—brings resilience and creativity to teams.
A multigenerational workforce offers
powerful advantages. With perspectives
spanning decades, teams can view challenges
from every angle, driving stronger decisions.
Managing smartly
Managing across generations takes empathy and adaptability. When leaders prioritize communication, flexibility, and inclusivity, they discover that employees—regardless of age—share far more common ground than differences.
Whether your team members are Gen Z innovators, millennial collaborators, Gen X problem-solvers, or boomer mentors, your organization can thrive by building a culture that values each generation’s strengths.
A multigenerational workforce isn’t just diverse—it’s your company’s competitive advantage.
The author
Sharon Emek, Ph.D., CIC, is founder and CEO of WAHVE (www.wahve.com), a talent solution provider for the insurance industry. WAHVE’s innovative Vintage Contract Staffing solution supplements insurance firms’ staff with pre-retiree work-at-home vintage experts on long-term contracts. WAHVE’s Talent Acquisition Outsourcing solution streamlines the hiring process with a bias-free, end-to-end, cost-effective talent qualifying platform, making it easier and more cost-effective to secure the best-fit diverse candidates.
