Seventy percent of the global workforce will be shared equally by Generation X and Generation Y by 2020, with forecasts suggesting that Generation Z will make up nearly a ******* of the workforce as they start to enter adulthood. Employment rates in industrialized countries In member countries of the Organisation for Economic Co-operation and Development (OECD), employment rates range between ** and ** percent of the working age population. Northern European countries such as Iceland, Sweden, and Denmark have some of the highest employment rates, along with New Zealand and Japan. Italy, Greece, and Turkey had the lowest employment rates in OECD countries. The staffing industry Recruitment firms are now well-established in many industrialized countries. The global staffing industry was estimated to have revenues of *** billion U.S. dollars in 2017, with firms from the United States generating a ** percent share of that figure. Firms from Japan also held a significant market share and this highlights the growth in the staffing industry across Asia, with the Chinese market expecting revenues to increase by around ** percent in 2019.

In 2023, Millennials and Generation Z had the ******* representation across the the less tenured levels of the professional workforce of Deloitte, making up almost ** percent of senior consultants and below. Generation X and baby boomers represented the majority of ********** positions, with over ** percent of these generational groups working in management and above.

This dataset contains information about the number and percent of Social Security Administration employees according to categories based on year of birth called generations.

The aim of this article was to assess the role of multigenerational diversity management on employee behavioural outcomes. This data intends to test all hypotheses in their null form: H1: Flexible leadership do not play any significant role in enhancing the quality of employee involvement in an organization. H2: Mentoring do not significantly affect citizenship behaviour in an organization. H3: Learning and development do not significantly determine the level of employee commitment in the organization. H4: Intergenerational Cooperation do not significantly influence turnover intentions in the organization. H5: Recognition do not significantly increase employee job satisfaction outcomes in the organization. A total of 290 copies of questionnaires were administered using stratified and simple random sampling techniques sampling method out of which 253 copies of the questionnaire were valid and functional for this research. The descriptive method of analysis was adopted, hypothesis was tested using linear regression. The data showed that flexible leadership has a significant effect on employee involvement, mentoring has a positive influence on organisational citizenship behaviours of employees, learning and development has a significant impact on employee commitment, intergenerational cooperation has no significant influence on turnover intentions, while, employee recognition impacts significantly on job satisfaction. Presented data are relevant to both employees, management, researchers and policy makers. The article recommends that management teams be more responsive to the complexities facing the 21st century multigenerational workforce through the implementation of multigenerational diversity management strategies in other to make work more inspiring.

According to a survey conducted in 2023, 44 percent of Gen Z in the United States agreed that they put their own needs above those of their employers, while 40 percent believed that their self worth was directly linked to their performance at work.

Summarizes the workforce by age distribution using both years and generation name.

In 2022, among the working age population of the United Kingdom, there were approximately **** million people employed from the Baby Boomer Generation, followed by **** million Gen X employed, **** million Millennials, and *** million Gen Z.

This dataset outlines the Workforce Statistics by generations data.

Analysis of ‘End of Year Generational Data for Social Security Employees’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://catalog.data.gov/dataset/70d198e3-b1b8-4ac5-8db3-d3149568886f on 11 February 2022.

--- Dataset description provided by original source is as follows ---

This dataset contains information about the number and percent of Social Security Administration employees according to categories based on year of birth called generations.

--- Original source retains full ownership of the source dataset ---

Introduction

Gen X Statistics: Considered the generation in-between generations, it stands poised in 2024, with people from Generation X being in their prime, aged between 44 and 59, while managing peak career years, family duties, and retirement planning. Typically referred to as the Sandwich Generation, Gen Xers are both caring for ageing parents and dependent kids. This generation, often ignored in consideration with Baby Boomers and Millennials, holds an ultra-important position in the workforce, economy, and technology adoption. This article examines the latest Gen X statistics to piece together in 2024.

The Generations of Talent Study sought to examine several dimensions of quality of employment as experienced by today's multigenerational workforces. The primary goal was to explore how country-related factors and age-related factors affect employees' perceptions of quality of employment. Information was gathered from employees working in 11 different countries including the United States, United Kingdom, China, India, Spain, Brazil, Japan, Mexico, the Netherlands, South Africa, and Botswana. The industry sectors included technology, pharmaceuticals, consulting, energy, and finance. Demographic variables included gender, birth year, race/ethnicity, education, marital status, number of children, hourly wage, salary, and household income.

In the past, a generation covered a larger span of time, having more members. However, today, thanks to the developments in technology and many other factors generations change frequently having less members and covering a few years. What matters now is the workforce itself and how these different generations work together. The current workforce has 3 generations working together while waiting for the fourth one. Soon, it is inevitable that 5 or 6 generations will be working at the same workplace. As a result, it is crucial to understand the type of leadership a generation prefers in business and academic life. The aim of this study was to find out how leadership style choice differs among four generations (Baby Boomers, Generations X, Generation Y, and Generation Z) of academics and prospective academics in Turkey. In the study, 265 participants from different generation rated the leadership attributes that contribute or impede effective leadership. The Global Leadership and Organizational Behavior Effectiveness (GLOBE) Project research survey by House et al. (2004) was used to find out the leadership style choice of different generations. The statistical relationships were determined between the generation variable and the 16 primary leadership subscales through MANOVAs and ANOVAs. The results of the tests showed that significant differences exist among the four different generations in 3 of the 16 leadership subscales. These subscales are Charismatic 3: Self-sacrifice, Conflict-inducer, and Face saver.

In 2024, most employees in the U.S. stated they were somewhat satisfied with their workplace training. There were few respondents who claimed that they were very dissatisfied with their workplace training, whereas between 30 and 40 percent of all generations stated they were very satisfied.

United States Employment: NF: UT: Electric Power Generation data was reported at 154.500 Person th in May 2018. This records a decrease from the previous number of 155.700 Person th for Apr 2018. United States Employment: NF: UT: Electric Power Generation data is updated monthly, averaging 249.500 Person th from Jan 1990 (Median) to May 2018, with 341 observations. The data reached an all-time high of 357.800 Person th in Jul 1990 and a record low of 154.400 Person th in Feb 2018. United States Employment: NF: UT: Electric Power Generation data remains active status in CEIC and is reported by Bureau of Labor Statistics. The data is categorized under Global Database’s USA – Table US.G024: Current Employment Statistics Survey: Employment: Non Farm.

Graph and download economic data for Employment for Utilities: Electric Power Generation, Transmission and Distribution (NAICS 2211) in the United States (IPUCN2211W200000000) from 1987 to 2024 about power transmission, distributive, utilities, electricity, NAICS, employment, and USA.

United States Employment: NF: PW: UT: Electric Power Generation data was reported at 120.100 Person th in May 2018. This records a decrease from the previous number of 121.600 Person th for Apr 2018. United States Employment: NF: PW: UT: Electric Power Generation data is updated monthly, averaging 189.700 Person th from Jan 1990 (Median) to May 2018, with 341 observations. The data reached an all-time high of 273.700 Person th in Jul 1990 and a record low of 120.100 Person th in May 2018. United States Employment: NF: PW: UT: Electric Power Generation data remains active status in CEIC and is reported by Bureau of Labor Statistics. The data is categorized under Global Database’s USA – Table US.G030: Current Employment Statistics Survey: Employment: Production Worker: Non Farm.

United States AHE: PW: Utilities: Electric Power Generation data was reported at 50.760 USD in Mar 2025. This records an increase from the previous number of 50.150 USD for Feb 2025. United States AHE: PW: Utilities: Electric Power Generation data is updated monthly, averaging 30.290 USD from Jan 1990 (Median) to Mar 2025, with 423 observations. The data reached an all-time high of 50.760 USD in Mar 2025 and a record low of 16.570 USD in Jan 1990. United States AHE: PW: Utilities: Electric Power Generation data remains active status in CEIC and is reported by U.S. Bureau of Labor Statistics. The data is categorized under Global Database’s United States – Table US.G: Current Employment Statistics: Average Hourly Earnings: Production Workers.

Abstract The inequalities in the labor market among Chilean social workers were examined, analyzing whether they differ from the trends observed in other professions. Two samples of the National Socioeconomic Characterization Survey (CASEN) database from the Ministry of Social Development of Chile (2015) were used. The contingency coefficient determined the intensity of the association between economic income and contractual condition, in relation to the variables gender, generation and ethnicity. The results indicated that the proportion of social workers in the tenth part of the population with largest national income varies according to generation and ethnic group, and the proportion of those having permanent work varies according to gender and generation. In both cases, generation has the strongest association, observing more pronounced inequalities among social workers than among other professionals. There is a debate about the reproduction of inequalities in social work - associated with neoliberalism - and the ethical-political challenges that this implies.

Graph and download economic data for All Employees: Transportation and Utilities: Electric Power Generation, Transmission and Distribution in Pennsylvania (SMU42000004322110001) from Jan 1990 to May 2025 about infrastructure, utilities, electricity, PA, employment, and USA.

As of February 2021, reports of burnout increased during the COVID-19 pandemic among all surveyed employees regardless of generation. While Millennials previously reported much higher burnout rates than other generations, in February 2021, Gen Z and Gen X reported similar rates. This statistic displays the percentage of U.S. employees feeling burnout pre-COVID Jan. 2020 vs Feb. 2021, by generation.