As the country’s population continues to grow older, so does the average age of the American worker.

According to the U.S. Bureau of Labor Statistics, more than 23 percent of the civilian workforce in 2022 was aged 55 or older, contrasted with just 13 percent in 2000. As these numbers continue to rise, shifts in workplace culture, dynamics, and attitudes come into sharper relief.

At Blue Cross, workplace efforts to bridge age gaps between associates of different generations are a year-round endeavor. Earlier this year, the company was recognized as a Certified Age-Friendly Employer by the Age-Friendly Institute for fostering a culture that values the knowledge and experiences of associates over 50.

Nearly 40 percent of Blue Cross’ workforce is over 50, as are a quarter of new hires who joined the organization in 2024. That generational representation is a key component behind delivering a satisfying experience for Blue Cross members.

“When members over 50 call our Service team, or are assigned a care manager, or receive a letter in the mail from Blue Cross, there is a good chance that the person on the other end is a peer in terms of age,” vice president of talent acquisition Stacy Van Meter explains. “We strive to have our workforce reflect all of the populations we serve. Connecting with someone who has similar life experiences can really help to generate peace of mind.”

Associate Resource Groups (ARGs)—internal organizations championed by associates based on shared identity or interest—play a significant role in defining Blue Cross’ culture of belonging.

Blue Cross associates gather for a photo after leading a 'Breaking the Silence: Menopause Myths and Truths' event during National Employ Older Workers Week in September 2024. More than 200 Blue Cross associates took part in the session.

One of the newer ARGs is called Generations+. a group of more than 130 associates dedicated to promoting the advantages of employing individuals who are 50+ years old and challenging the myths that foster discrimination and negative stereotypes, such as that older associates are anti-innovation or anti-technology.

Purposefully, the co-chairs of Generations+ represent two different generations.

“It’s a great feeling to work at a company that not only supports employees of all generations, but also promotes an ARG focused on what matters specifically to those like me in our life stage,” Lisa Boysen Kirkwood, senior director of pharmaceutical operations at Blue Cross says of her responsibility as Generations+ co-chair. “From its inception, the group was met with positive energy, encouragement, and excitement.”

“As someone who is still in the earlier part of my career, I love being an ally to this age group,” added Hailee Jensen, learning experience instructional designer and second Generations+ co-chair. “Ageism is something many people simply accept as a norm. My involvement in the ARG has shed light on my own biases and allows me to have a positive impact on my colleagues who are over 50, as well as lay the foundation for future generations who move into that category – myself included.”

One way Generations+ bridges the gap between associates of all different ages is by hosting internal events designed to foster a sense of belonging and felt understanding. In September, the ARG brought together more than 200 associates for a special event, “Breaking the Silence: Menopause Myths and Truths.”

The educational opportunity was led by two menopause experts, including a physician, who talked openly about a topic that older associates often experience in silence.

Learn more

If you want to learn more about current job opportunities at a company that values experiences and perspectives from all generations, visit bluecrossmn.com/careers.