When Leadership Falls Short: The Crisis of Care in Library Work
Posted on in Blog Posts
Grappling with Aging and Generational Bias in Academic Libraries
Posted on February 11, 2025 in Blog Posts
Authors:
Jamia Williams
In academic libraries, the workforce is uniquely diverse, spanning five generations from the Silent Generation to Generation Z. This generational diversity is a strength, offering a wide range of perspectives, skills, and experiences. However, when stereotypes about age and generational differences are left unchecked, they can complicate workplace dynamics and overshadow the rich identities that individuals bring to their roles. Unfortunately, other aspects of people’s identities and experiences have often been left out of the conversation, leading to misconceptions and assumptions. In this blog post, I address how bias related to aging and generational stereotypes can negatively impact academic libraries, if not actively managed, and explore possible solutions.
Generational Stereotypes: A Narrow Lens
Generational stereotypes are pervasive. Baby boomers are often seen as resistant to change, millennials as overly reliant on technology, and Gen Z as too young to make meaningful contributions. These stereotypes can shape expectations, assumptions, and workplace relationships, but they fail to capture the nuances of individual experiences.
For instance, a millennial librarian might not fit the stereotype of being tech-savvy if they were significantly affected by the digital divide. Meanwhile, a baby boomer colleague could defy generational assumptions by being highly technologically proficient, especially if they have earned an information technology degree and consistently engage in professional development to enhance their skills. Without open conversations about individual technology skills and professional development needs, assumptions might prevail that the millennial librarian is fine without support and the baby boomer librarian lacks tech expertise. When we rely on generational labels alone, we risk ignoring the diversity within each group and limiting our ability to build meaningful connections. Gender, race, sexual orientation, and cultural upbringing all shape how individuals navigate the workplace, making it clear that generational stereotypes should not be taken as hard-and-fast rules.
The Workplace Environment Makes a Difference
When the academic library environment becomes toxic or when staff experience low morale, generational stereotypes can be amplified and misinterpreted. For instance, if a Silent Generation librarian appears disengaged, it may be incorrectly attributed to their supposed resistance to change when, in reality, their disengagement may stem from feeling undervalued or disheartened. Similarly, suppose a traumatic experience was not properly addressed. In that case, a Generation Z librarian might seem less engaged, and unchecked generational stereotyping could lead to dismissive assumptions such as, “Their generation just doesn’t want to work.” These misconceptions perpetuate harmful biases and distract from addressing the root causes of low morale.
This highlights a critical opportunity for leadership, especially new leaders, to recognize and address the warning signs of a disengaged team before the workplace culture becomes toxic. If the workplace has become toxic, seeking external support can be essential. Leaders must foster an environment where employees feel heard and valued, prioritizing open communication and proactive conflict resolution. By actively challenging generational stereotypes and focusing on individual needs, leaders can create a workplace that supports engagement, collaboration, and mutual respect across generations.
Cultural Perspectives on Aging
In many non-Western cultures, aging is seen as a source of wisdom and reverence. Elders are often the keepers of tradition, valued for their knowledge and life experience. This cultural perspective stands in stark contrast to American society, where youth is idealized, and aging is frequently framed as a decline rather than a progression. This Western ideology, like other cultural biases and attitudes, permeates academic libraries and must be addressed.
Embracing these alternative views of aging could transform the workplace. Rather than sidelining older employees, academic libraries could create environments that celebrate their expertise while fostering intergenerational mentorship and collaboration. One solution that many institutions overlook is providing opportunities for older generations to share their institutional knowledge, ensuring it is strategically archived so that valuable insights are not lost when individuals retire or leave. By valuing the contributions of every generation, we can build more inclusive and innovative teams.
Moving Beyond Generational Bias
Academic libraries must adopt a more holistic approach to understanding their workforce to break free from generational stereotypes. This means recognizing that a person’s identity is shaped by many factors, not just their age group. Here are some steps we can take:
- Foster Open Dialogue: Create spaces where employees from different generations can share their experiences and perspectives without fear of judgment.
- Invest in Team Building Training: Provide training that fosters collaboration, strengthens communication, and enhances trust among team members, creating a more cohesive and productive work environment.
- Promote Intergenerational Collaboration: Develop mentorship programs that pair employees across age groups to encourage mutual learning and respect.
- Challenge Ageist Assumptions: Actively question stereotypes about older or younger employees and advocate for equitable treatment policies.
Resources for Further Learning
To deepen your understanding of aging, bias, and generational dynamics in the workplace, consider exploring the following resources:
- Elderhood: Redefining Aging, Transforming Medicine, Reimagining Life (2019) by Louise Aronson is a powerful examination of aging and how it is treated in society.
- The Sum of Us: What Racism Costs Everyone and How We Can Prosper Together (2021) by Heather McGhee offers insights into how systemic inequities affect all aspects of life, including the workplace.
- Generations: The Real Differences Between Gen Z, Millennials, Gen X, Boomers, and Silents—and What They Mean for America’s Future (2023) by Jean M. Twenge is a data-driven look at generational differences and their implications.
- Can’t Even: How Millennials Became the Burnout Generation (2020) by Anne Helen Petersen explores how systemic pressures, economic instability, and cultural expectations have created a pervasive sense of burnout among millennials, shaping their work, relationships, and self-worth.
By addressing the biases stemming from generational stereotypes and embracing the complexity of individual identities, academic libraries can create spaces where everyone, regardless of age, is supported.
About the author:
Jamia Williams (she/her) is a health sciences librarian. She is also the co-creator and co-host of the podcast LibVoices and the founder of The Diversity Fellow’s blog.
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