The Biggest Mistake HR Professionals Make about Millennials

Should professionals stereotype?

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Image of six young professionals shoulder to shoulder

Imagine being an HR professional in a corporation, and you hear the following comments from some of your executives:

  • “Well, isn’t Connie Asian? Maybe she can understand what these stats mean.”
  • “Of course he’s nice. He’s from Canada.”
  • “Don’t bother showing Jack that app. He’s old school and doesn’t get technology. Besides, he’s about to retire.”
  • Janet gets emotional when she disagrees with the men on the team. Why can’t she be more like them?”
  • “Like most men, our CEO is thickheaded when he believes that he knows the solution.”

From an HR perspective, such comments stereotype race, age, gender, and nationality. To protect their organizations, HR professionals try to prevent such talk in the workplace, raise awareness about why using stereotypes is harmful, and even discipline employees when such talk becomes pervasive.

EEO Laws

Moreover, many HR policies align with Equal Employment Opportunity (EEO) laws to prevent employees from stereotyping. Here are a few examples (but in no order):

  • The Age Discrimination in Employment Act (ADEA)
  • The Pregnancy Discrimination Act (PDA)
  • Equal Pay Act (EPA)
  • The Americans with Disabilities Act (ADA)
  • The Civil Rights Act of 1964 (Title VII)
  • Lilly Ledbetter Fair Pay Act

The Biggest HR Professional Mistake?

Here’s my question:

With the importance placed on preventing and mitigating stereotyping, why do some HR professionals not only allow but encourage the stereotyping of Millennials?

As a member of some HR associations and organizations, I often see blogs, whitepapers, and webinars that stereotype Millennials in the workforce. Even Simon Sinek does this (to see his video and a critique, check out Jared Buckley’s blog, Why Simon Sinek’s Video on

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