{"id":8596,"date":"2016-01-18T13:29:56","date_gmt":"2016-01-18T18:29:56","guid":{"rendered":"https:\/\/www.ccpa-accp.ca\/?p=8596"},"modified":"2021-08-17T08:51:21","modified_gmt":"2021-08-17T12:51:21","slug":"millennials","status":"publish","type":"post","link":"https:\/\/www.ccpa-accp.ca\/fr\/millennials\/","title":{"rendered":"Millennials"},"content":{"rendered":"

Increasingly in my practice in Toronto\u2019s Financial District, some of my \u201cbaby boomer\u201d clients, roughly defined as individuals aged 51 to 69 years old (1), are noticing and wondering about the possible differences between them and \u201cmillennials,\u201d roughly defined as individuals aged 18 to 34 years old (2). For example, do millennials and baby boomers have different perspectives on taking time off work for mental health, and\/or on working overtime.<\/p>\n

Coincidentally, I have also recently noticed 2 magazine articles related to these questions, so I have created this blog post to explore them a little further.<\/p>\n

The first, Millennials at Work (2), suggests that in addition to money, millennials also assign high importance to workplace flexibility, being coached\/mentored, and autonomy, as well as to collaboration with rather than competition between colleagues.<\/p>\n

The second, Healthy Minds (3), cites an increased demand for mental health services at the University of Toronto (U of T), such as a tripling of mental health presenting as a disability at Accessibility Services, as well as a general increased rate of mental illness among university-aged individuals. Healthy Minds focuses on an October 2015 U of T report that included a list of recommendations to address mental health on campus, and that generally encouraged the whole university community to embrace support of students\u2019 mental health needs. Among the recommendation themes were calls to:<\/p>\n