Are Workplaces Overlooking Gen X Employees?

Why It Matters

Overlooking Gen X threatens organizations’ talent pipelines and deprives them of seasoned insight for retention and knowledge transfer. Addressing the gap can improve leadership diversity and long‑term stability.

Key Takeaways

• Gen X holds only 15% executive roles, below Millennials
• Gen X serves as bridge between younger and older workers
• Overlooked Gen X risks talent loss and retention insights
• Ageism and AI comfort bias contribute to “leapfrog” effect
• Transparent promotions and mentorship can unlock Gen X potential

Pulse Analysis

The modern workplace is increasingly multigenerational, with Baby Boomers, Gen X, Millennials and Gen Z sharing desks and digital tools. Generation X, born between 1965 and 1980, witnessed the rise of personal computers, mobile phones and now generative AI, giving them a rare perspective that spans analog and digital eras. This cohort’s lived experience positions them as natural mediators, capable of translating the expectations of tech‑savvy Millennials to the institutional memory of Boomers, while fostering collaborative cultures.

Despite this strategic advantage, the Mather Institute’s findings reveal a stark under‑representation of Gen X in senior leadership—just 15% occupy executive roles versus 20% of Millennials. Analysts label the phenomenon the “leapfrog generation,” driven by subtle ageism, the belief that Gen X will retire soon, and a perceived comfort gap with AI tools. The lingering presence of Boomers further compresses promotion windows, allowing Millennials to ascend as Gen X talent remains overlooked.

Companies that act now can convert this risk into a competitive edge. Implementing transparent promotion criteria, structured mentorship, and targeted upskilling programs can surface Gen X leaders who are already inclined to stay long‑term. Their deep organizational knowledge can inform retention strategies for mid‑career staff, while their cross‑generational fluency accelerates knowledge transfer to younger teams. In short, recognizing and investing in Gen X not only balances leadership demographics but also safeguards institutional continuity and drives sustainable growth.

Are workplaces overlooking Gen X employees?

13 Feb 2026

Employers are sidelining Generation X employees even as they emerge as an essential group of workers when it comes to bridging the gap in multigenerational workplaces, according to a new report.

Generation X refers to the demographic cohort born between 1965 and 1980, following the Baby Boomers and preceding Millennials.

Findings from a new Mather Institute report reveal that Gen X employees are uniquely positioned to bridge gaps between younger and older colleagues.

According to the report, Gen X employees have experienced major social changes and the rapid technological advancement throughout their careers. This includes the introduction of computers, pagers, mobile phones, and now artificial intelligence.

“Gen Xers' experiences in the workplace fall in between those of their younger and older colleagues in some areas, such as levels of workplace stress, social connections, and use and perceptions of generative AI,” the report read.

“This may position Gen Xers to be able to understand the perspectives of younger and older colleagues and support multigenerational collaborations.”

‘Leapfrog generation’

The problem in organisations is that employers might be overlooking Gen X employees for other generations in the workplace when it comes to advancement opportunities.

Just 15 % of Gen X employees are in executive‑level positions, lower than the 20 % of Millennials, according to the report.

Only 28 % of Gen X employees are also in senior‑level positions, slightly down from the 30 % of Millennials.

The situation has led researchers to refer to Gen X employees as the “leapfrog generation.”

“This leapfrog effect could be due to workplace ageism, the assumption that Gen Xers will be retiring soon, and Millennials' reportedly greater comfort with using artificial intelligence in the workplace,” the report read.

Another potential factor is the rising number of Boomers still in the workplace.

“By the time boomer executives are ready to hand over the reins, Millennials may be poised to step into their roles,” the report read.

Benefits of Gen X employees

Employers should implement transparent promotion processes and mentorship programmes in the workplace to address the “leapfrog” effect on Gen X staff, according to the report. This can ensure equitable advancement opportunities for all generations, and support upskilling at all levels.

Employers who overlook Gen X employees risk missing out on the benefits that they can reap from this generation of workers, the report warned.

Gen X employees intend to stay with their employer the longest, despite relatively lower satisfaction than Boomers and Millennials.

“Given Gen Xers' intention to stay with their employer the longest, they may also be able to provide valuable insights into retention strategies for mid‑career employees,” the report read.

Organisations should take advantage of the experience of Gen X employees who have been with them for a long time by providing leadership opportunities.

“This may in turn facilitate knowledge transfer and enhance job satisfaction for both Gen X and younger employees,” the report read.