Human Resource Planning
explains the emphasis on generational differences is not generally borne out by empirical research, despite its popularity".

In 2016 an article was published that explains the differences in generations, observed with the employer's position, through the development of working conditions, initiated by the employer. This development is due to the competition of firms on the job market for receiving more highly skilled workers. New working conditions as a product on the market have a classic product life-cycle and when they become widespread standard expectations of employees change accordingly.

the field of "generational studies" in general, is that conclusions are overly broad and do not reflect the reality of every person in each generation regardless of their race, color, national origin, religion, sex, age, disability, or genetic information For example, Hoover cited the case of Millennials by writing that "commentators have tended to slap the Millennial label on white, affluent teenagers who accomplish great things as they grow up in the suburbs, who confront anxiety when applying to super-selective colleges, and who multitask with ease as their helicopter parents hover reassuringly above them. The label tends not to appear in renderings of teenagers who happen to be minorities, or poor, or who have never won a spelling bee. Nor does the term often refer to students from big cities and small towns that are nothing like Fairfax County, Va. Or who lack technological know-how. Or who struggle to complete high school. Or who never even consider college. Or who commit crimes. Or who suffer from too little parental support. Or who drop out of college. Aren't they Millennials, too?"

In their 2000 book Millennials Rising Strauss and Howe brought attention to the Millennial children of immigrants in the United States, "who face daunting challenges." They wrote "one-third have no health insurance, live below the poverty line and live in overcrowded housing".