40. Which and with what level of impact do the following factors amplify discrimination and relational asymmetries between different generations within your professional environment? (1- no impact; 5 – maximum impact)

This question examines which factors—and at what level of impact (1 = no impact; 5 = maximum impact)—amplify discrimination and relational asymmetries between different generations within the professional environment. The factors include disability, gender, ethnicity/nationality, social status, bodily characteristics, religious affiliation, political affiliation, and sexual orientation.
Results reveal distinct generational differences in how specific factors are perceived to amplify discrimination and relational asymmetries in the workplace. Younger generations (Gen Z and Millennials) exhibit greater awareness and sensitivity toward gender and ethnic diversity issues, while older generations tend to assign more moderate or lower impact levels.

Gen Z tends to perceive stronger impacts from discrimination, especially related to gender, ethnicity, and bodily characteristics, highlighting greater sensitivity to these issues within intergenerational relationships.

Millennials show a more varied perception, emphasizing ethnicity/nationality as a significant factor, with mixed ratings for others.

Generation X exhibits a balanced view but with notable attention to disability, gender, and ethnicity, including many high impact assessments.

Baby Boomers generally perceive lower levels of impact, mostly rating factors at low or moderate, reflecting either lower sensitivity or less pronounced perception of intergenerational discrimination.