I often come across comments online labeling Millennials as the “Strawberry Generation” or “Snowflakes.”

Defined as those born between 1982 and 2002, Millennials are often dismissed as soft, narcissistic, and self-entitled.

While I agree with DPM Tharman that ageism and discrimination against older workers is wrong, I believe this principle should apply to younger workers as well.

Ageism in any form—whether directed at the young or old—hinders progress and mutual understanding.

Every generation has its own unique set of challenges. Inspired by my NTU professor, Liew Kai Khiun, I’ve written this piece to address some common criticisms of Millennials and to offer a different perspective.

Criticism 1: “Young people these days are soft and have it easy”

It’s a common refrain: that Millennials “can’t take hardships” or “have it easy in life.” While I acknowledge the struggles of earlier generations, it’s important to recognize that our challenges are different, not lesser.

The education system today is more competitive than ever. Entry requirements for top institutions have become significantly stricter over the years. For example, in 2001, a student needed 8 points (after bonus) to enter Victoria Junior College. By 2008, the requirement had dropped to 4 points.

On top of stricter criteria, we’ve had to contend with grade moderation at every level and increased competition from international students, many of whom are the top talents from their home countries.

Entering the workforce is no less challenging. The proportion of university graduates has risen significantly, with 40% of Singaporeans expected to hold degrees by 2020. This means greater competition for entry-level jobs—not just among locals but also with foreign graduates who are often willing to accept lower pay.

Gone are the days when a degree alone was enough to secure a good job. Today, candidates are expected to have multiple internships, international experience, community service, and strong references just to stand out.

These are not complaints, but realities. Millennials are navigating a landscape that demands more than ever before, and it’s unfair to dismiss us as soft or incapable of handling challenges.

Criticism 2: “Young people don’t want to get married and settle down”

It’s true that Millennials are marrying and starting families later. However, this trend isn’t rooted in laziness or selfishness but in the rising cost of living and stagnant wages.

While starting salaries have increased—from $2,400 in 2008 to $2,800 in 2015—this growth pales in comparison to rising costs.

For example, the price of a four-room flat in Punggol rose from $254,000 in 2008 to $350,000 in 2015—a 37% increase. Meanwhile, COE prices skyrocketed from $6,200 to $56,000 during the same period.

Faced with such financial pressures, it’s understandable that Millennials might delay marriage or have higher salary expectations. These aren’t signs of entitlement—they’re survival strategies in a society where costs outpace wages.

Criticism 3: “Millennials are lazy and useless”

In 2015, a Her World Plus editor remarked that interns are “mostly useless,” a sentiment some managers might share when they expect interns to perform at the level of full-time staff.

However, this perspective may overlook a key purpose of internships: providing meaningful learning opportunities.

Interns, who are often paid modestly—sometimes $600 a month or less—cannot reasonably be expected to deliver results comparable to seasoned employees. Instead, internships should be seen as a chance to nurture the potential of young talent, equipping them with the skills and confidence they need to thrive.

As one thoughtful manager pointed out: “If we cannot even help interns learn and grow, why do we complain when others don’t?”

Young people are brimming with enthusiasm and a willingness to contribute.

With the right guidance and support, they can transform these opportunities into powerful stepping stones for their future.

Criticism 4: “Millennials have ridiculous expectations at work”

Millennials are often accused of being entitled because we value work-life balance, mentorship, and meaningful work. However, these are not signs of entitlement—they’re reflections of a changing workforce.

Each generation has sought improvements in the workplace.

For example, workers in the early 1800s fought for the 40-hour workweek, and the generation of the 1970s pushed for air-conditioned offices.

Millennials are no different. We value growth, autonomy, and respect for all employees—values that ultimately benefit the workplace as a whole.

Criticism 5: “Millennials are job-hoppers with no loyalty

Another common complaint is that Millennials frequently change jobs, unlike previous generations who stayed with one company for decades.

Many Millennials grew up watching their parents face retrenchments despite years of loyalty. In contrast, those who switched jobs often fared better financially.

Studies show that employees who stay in one company earn significantly less over time compared to those who move between roles.

Job-hopping isn’t about disloyalty—it’s a rational response to a shifting job market.

A Call for Mutual Respect

It’s easy to criticize a generation without understanding the context of their struggles.

Millennials, like every generation, have their strengths and weaknesses. However, labeling us as “strawberries” or “snowflakes” doesn’t help.

If older workers dislike being discriminated against for their age, I hope they extend the same understanding to the young.

Ageism, whether against the old or young, holds back progress and prevents us from creating a more inclusive society.

To my fellow Millennials, let’s continue proving the critics wrong by contributing to our workplaces and communities with resilience, creativity, and purpose.

And to those from older generations, we appreciate your guidance and hope for your support as we navigate our own unique challenges.

Let’s work together to bridge the generational divide.