Millennial workers, those ages 18 to 35, are just as likely to stick with their employers as their older counterparts in Generation X were when they were young adults, according to recently released government data. 
 
 And among the college-educated, Millennials have longer track records with their employers than Generation X workers did in 2000 when they were the same age as today’s Millennials. 
 
 Every two years the U.S. Department of Labor collects data on how long workers have been with their current employer as part of the Current Population Survey. Though the data have been collected periodically since the early 1950s, the present tenure questions began in 1996, so we can only compare Millennial workers with Gen X workers when they were the same age. 
 
 In January 2016, 63.4% of employed Millennials, the generation born between 1981 and 1998, reported that they had worked for their current employer at least 13 months. In February 2000, somewhat fewer 18- to 35-year-olds (59.9%) – most of whom are today’s Gen Xers – reported similar job tenure. Looking at young workers with longer tenures, 22% of Millennial workers had been with their employer for at least five years as of 2016, similar to the share of Gen X workers (21.8%) in 2000. 
 
 One factor that may be contributing to Millennials staying with employers longer is their relatively high levels of education, which is typically associated with longer tenure. Among 25- to 35-year-old workers in 2016, 38% of Millennial men and 46% of Millennial women had completed at least a bachelor’s degree. The Gen X workforce back in 2000 had significantly lower levels of educational attainment: 31% of male 25- to 35-year-old workers had finished college, as had only 34% of female workers. 
 
 These college-educated Millennials are sticking with their jobs longer than their Gen X counterparts. About 75% of college-educated 25- to 35-year-olds (75% for men and 74% for women) had worked for their employer at least 13 months in 2016. Back in 2000, somewhat fewer college-educated Gen X women (70%) had been on the job that long. Among college-educated Gen X men, 72% had similar tenure. 
 
 The increasing job tenure of college-educated Millennials is consistent with a decline in employer switching among all working-age adults since the 1980s. The reasons for the decline are not well understood. Recent research indicates that the rise of dual-career households, the decline in middle-skill jobs, occupational licensing and the need for employees to retain health insurance cannot account for much of the decline in job-switching. 
 
 The longer tenure of college-educated Millennials compared with that of Gen X workers does not necessarily translate into higher wages or more job security. They may be sticking with their current employers due to a dearth of opportunities to get a better job with a different employer. But, in any event, their reported tenure makes clear that the “job-hopping Millennial” characterization does not fit the broad Millennial workforce. 
 
 The trend is different among less-educated young adults. For example, among Millennials with a high school education, 70% of men and 69% of women had been with their employer at least 13 months. These proportions are similar to their high-school-educated counterparts among today’s Gen Xers in 2000 (72% for men and 71% for women). 
 
 Topics: Educational Attainment, Millennials, Business and Labor, Education, Work and Employment, Generations and Age ||||| A new study by the Bay Area Council has found the cost of living in the area may send millennials packing, leaving experts to fear the region's thriving tech industry will suffer. Michelle Roberts reports. (Published Thursday, March 30, 2017) 
 
 The milestones of adulthood for today's millennials: economic security and finishing school — not rushing to get married and have a family. 
 
 And once they are married, young women in America are less likely to see homemaking as a career. 
 
 The share of young women 25 to 34 who opted to forgo outside employment in favor of managing a household plunged from 43 percent in 1975 to just 14 percent last year, according to the Census Bureau. Census demographers believe that number could be among the lowest on record. 
 
 It's part of a long-running trend of higher educational attainment for women but also a reflection of changing attitudes among Americans. 
 
 Hurricane Irma Batters South Florida 
 
 Hurricane Irma brought strong winds and rain to South Florida over the weekend, flooding streets and causing power outages across the state. Follow a livestream of continuing coverage of Hurricane Irma as it barrels through Florida. Get the latest on Irma from NBC 6 anywhere, anytime by downloading our apps for iOS and Android. Click here for full coverage of the powerful storm. (Published Sunday, Sept. 10, 2017) 
 
 "We see more young women who have a college degree and are in the labor force, and they are waiting to get married and have kids," said Jonathan Vespa, a demographer at the Census Bureau. Demographers found changing U.S. sentiment in which more than half of Americans now believe marrying and having children are not important signs of reaching independence. 
 
 More young adults than before are focusing first on receiving a bachelor's degree or higher and securing a job. They are still actively pursuing romantic relationships but opting to cohabitate or court mates while living with mom and dad. 
 
 The findings were part of a census report released Wednesday tracking the changing economics and demographics of young adults from 1976 to 2016, with a focus on the current generation of 25 to 34 year olds, known as millennials. 
 
 Many analysts had expected that as the economy improved, younger adults would increasingly move out on their own, either living independently or starting families. But that hasn't happened. 
 
 Vespa said educational gains for women in particular have led to broader changes as to how Americans view work and family. 
 
 Some things to know: 
 
 MARRIAGE ON HOLD BUT ROMANCE CONTINUES 
 
 Young adults may be delaying marriage but that doesn't mean they aren't finding love. 
 
 Since 1975, young people living with a boyfriend or girlfriend jumped more than 12 times, from less than 1 percent to 9 percent last year. It's part of a growing cohabitation trend of couples living together before marriage. 
 
 Not only are they living together, but they are doing so at around the same age that previous generations would marry. 
 
 Since the 1980s, the age when people cohabitate has remained steady at 22 while the age of marriage has risen from 22 to 27 for women. 
 
 Still, by and large, young adults were more likely to be living with mom and dad last year. 
 
 About 23 percent lived with their parents, compared to 20 percent who were living with a spouse. 
 
 Hurricane Irma’s Path of Destruction 
 
 Hurricane Irma has cut a huge path of destruction through several Caribbean islands on its path toward the United States. See what the aftermath looked like as some of those islands began to recover. (Published Friday, Sept. 8, 2017) 
 
 SOME MEN FALLING BEHIND 
 
 Women are making some gains in the labor force. 
 
 While the share of young men in the workforce is largely unchanged from 1975 at 84 percent, the level of young women working rose from 50 percent to 70 percent. 
 
 In addition, four decades ago almost all young women who chose not to work cited "taking care of home and family" as the main reason. But by 2016, less than half of young women who were out of the labor force were homemakers. 
 
 Meanwhile, more young men are falling to the bottom of the income ladder. In 1975, 25 percent of young men ages 25 to 34 had incomes of less than $30,000 per year. But by 2016, the share of lower income male earners had risen to 41 percent. 
 
 Women saw some economic gains, with median income of working women aged 25 to 34 rising from $23,000 to $29,000. Among higher income earners of $60,000 or more, the share of women grew from 2 percent to 13 percent. Still, the median income of young women remains $11,000 lower than the income of young men. 
 
 Copyright Associated Press ||||| It could be that the new generation of millennial women is delaying having children even longer than the women who came before them, as prime childbearing years are also critical years for advancing in a career. A recent study shows that the marital pay gap that springs up after a first child is born typically does not close if the birth happens between age 25 and 35. 
 
 Shannon Hettinger, a 32-year-old from Washington, D.C., said she definitely wanted children. She grew up in a large family in a small town in Pennsylvania and almost all her high school friends are married with children. But she moved to Washington, and spent her 20s deciding on a career. Now that she has one she loves — she works in residential real estate sales — she is not going to stop until she gets established. That means not having children for a while. 
 
 “I just want to build my book of business and see where I can go from here,” she said. “My whole focus is career growth. That’s my No. 1 priority.” 
 
 “Once I achieve a certain level of success,” she added, “then I’ll start thinking about a family.” 
 
 Ivy Gray-Klein, 26, who lives in Philadelphia and works at the University of Pennsylvania School of Design, said she was open to having children but cannot imagine doing so until she is 30 or 35. She wants to feel settled in her own life first. Now she has three roommates, is paying down her student loans and is working to build a little bit of savings. 
 
 “I’m just really trying to get myself to a place that is solid,” she said by phone. “Having a child right now would be so destabilizing. Children just seem like such an enormous financial undertaking.” 
 
 The country has had declines before. The longest period of continuous decline on record was from 1958 to 1968, according to Brady E. Hamilton, a statistician and demographer with the National Center for Health Statistics. The United States has been tracking the number of births and birthrates since about 1910. 
 
 The most recent decline has been deepest for minorities. The fertility rate among Hispanic women dropped more than 27 percent between 2007 and 2016, the most recent year of data by race. The rate for whites has dropped about 4 percent, for blacks about 11 percent and for Asians about 5 percent. ||||| Members of the graduating class at the Savannah College of Art and Design commencement in Atlanta. For the first time on record, living with parents is now the most common arrangement for Americans age 18 to 34. (John Amis/ASSOCIATED PRESS) 
 
 It’s true: Kids Today are more dependent on their parents than Kids Yesterday. 
 
 At least when it comes to housing. 
 
 Nearly a third of Americans age 18 to 34 were living with their parents in 2014, according to a new analysis from the Pew Research Center. That’s the highest share since the Great Depression. 
 
 It was also the first time since at least 1880 that young adults were more likely to live in their parents’ homes than in their own households with a spouse or other romantic partner. 
 
 Crusty old pundits will surely declare this a sign of millennials’ failure to launch. They will bemoan young people’s insistence on mooching off of beleaguered boomer parents rather than going into the real world and getting their own grown-up jobs, spouses and mortgages. Millennial basement-dwelling — along with millennial musical tastes, millennial slang and millennial fashions — is thus clear evidence of a generation-wide crisis of character. 
 
 The millennial generation is now the largest, most ethnically diverse generation in American history. (Daron Taylor/The Washington Post) 
 
 But there are a few reasons all this re-nesting may not be such a bad thing. 
 
 For one, consider the macroeconomic and social conditions that today’s young adults face. 
 
 Their unemployment (and underemployment) rates remain relatively high, as do their student debt burdens. Their wages have stagnated. 
 
 Young adults want to live on their own and aspire to purchase homes. But homeownership remains far out of their reach. National home prices today are not so far below their pre-recession peaks, with some metro areas even reaching all-time highs. 
 
 Meanwhile, rents, too, have skyrocketed, fast outpacing inflation. 
 
 Young people are also living with their parents in higher numbers in part because they’re delaying marriage. This is a consequence of both precarious job prospects and a growing perception that financial security is a prerequisite to tying the knot — which the vast majority of singles say they still very much want to do. 
 
 In this context, swallowing their pride and living above the family garage rather than frittering away money on rent looks rather financially prudent. 
 
 Second, the growth of intergenerational households shouldn’t be so alarming given how common this living arrangement is everywhere else in the developed world. In fact, the share of young adults here who live with their folks is still relatively low compared with the rate in many of our peer countries. 
 
 According to a recent census survey, 42 percent of Canadian adults age 20 to 29 live in their parents’ homes. Across the European Union, nearly half of young adults age 18 to 34 live with their parents. In Japan, about half of unmarried 20-to-34-year-olds (dubbed “parasite singles”) live with their parents, too. 
 
 But, you cry: American exceptionalism! We don’t want to be like everyone else! 
 
 It’s not clear, though, why a society in which young singles live on their own is more desirable than one in which the same demographic errs on the side of doubling up with relatives. This norm is especially puzzling in the United States, where for decades the tax code has incentivized home buyers to purchase as much house as possible, whether or not they need the space. 
 
 Perhaps it makes sense to use the housing stock we already have more efficiently, rather than insisting that young people move out as part of some artificial adulthood milestone. 
 
 Of course, boomers may object to bunking up with their boomeranging offspring, even on occasions when they do have ample space. 
 
 Well, boohoo. 
 
 Today’s boomers have benefited for decades from huge public intergenerational transfers of wealth. Is it really so much to ask that they make some much smaller private intergenerational transfers to their own children? 
 
 The public infrastructure that boomers have enjoyed all their lives was largely built by their elders. Those who went to college paid very low tuition and received much more generous public subsidies for their schooling. For decades they have paid tax rates far too low to actually fund the government services they receive. They have racked up trillions in federal debt and handed the tab to their kids. 
 
 As boomers increasingly age into Medicare eligibility, those intergenerational transfers will further balloon. 
 
 Take a two-earner couple who worked every year of their adult lives, with both spouses receiving the average wage until turning 65 and retiring last year. For every $1 that they paid into the Medicare system, they will receive $3 back in benefits, according to estimates from the Urban Institute. 
 
 Guess who has to pay the difference? Yup. Their good-for-nothin’, basement-dwelling, parasitic boomerang kids. 
 
 In this light, the return home of young adults should be seen less as an act of morally bankrupt mooching and more as a step toward balancing the intergenerational ledger. ||||| Have you heard the one about the kid who got his mom to call his boss and ask for a raise? Or about the college student who quit her summer internship because it forbade Facebook in the office? 
 
 Yep, we’re talking about Generation Y — loosely defined as those born between 1982 and 1999 — also known as millennials. Perhaps you know them by their other media-generated nicknames: teacup kids,for their supposed emotional fragility; boomerang kids, who always wind up back home; trophy kids — everyone’s a winner!; the Peter Pan generation, who’ll never grow up. 
 
 Now this pampered, over-praised, relentlessly self-confident generation (at age 30, I consider myself a sort of older sister to them) is flooding the workplace. They’ll make up 75 percent of the American workforce by 2025 — and they’re trying to change everything. 
 
 These are the kids, after all, who text their dads from meetings. They think “business casual” includes skinny jeans. And they expect the company president to listen to their “brilliant idea.” 
 
 When will they adapt? 
 
 (Michael Byers for The Washington Post) 
 
 They won’t. Ever. Instead, through their sense of entitlement and inflated self-esteem, they’ll make the modern workplace adapt to them. And we should thank them for it. Because the modern workplace frankly stinks, and the changes wrought by Gen Y will be good for everybody. 
 
 Few developed countries demand as much from their workers as the United States. Americans spend more time at the office than citizens of most other developed nations. Annually, we work 408 hours more than the Dutch, 374 hours more than the Germans and 311 hours more than the French. We even work 59 hours more than the stereotypically nose-to-the-grindstone Japanese. Though women make up half of the American workforce, the United States is the only country in the developed world without guaranteed paid maternity leave. 
 
 All this hard work is done for less and less reward. Wages have been stagnant for years, benefits shorn, opportunities for advancement blocked. While the richest Americans get richer, middle-class workers are left to do more with less. Because jobs are scarce and we’re used to a hierarchical workforce, we accept things the way they are. Worse, we’ve taken our overwork as a badge of pride. Who hasn’t flushed with a touch of self-importance when turning down social plans because we’re “too busy with work”? 
 
 Into this sorry situation strolls the self-esteem generation, printer-fresh diplomas in hand. And they’re not interested in business as usual. 
 
 The current corporate culture simply doesn’t make sense to much of middle-class Gen Y. Since the cradle, these privileged kids have been offered autonomy, control and choices (“Green pants or blue pants today, sweetie?”). They’ve been encouraged to show their creativity and to take their extracurricular interests seriously. Raised by parents who wanted to be friends with their kids, they’re used to seeing their elders as peers rather than authority figures. When they want something, they’re not afraid to say so. 
 
 And what the college-educated Gen Y-ers entering the workforce want is engaging, meaningful, flexible work that doesn’t take over their lives. The grim economy and lack of job opportunities don’t seem to be adjusting their expectations downward much, either. According to a recent AP analysis, more than 53 percent of recent college grads are unemployed or underemployed, but such numbers don’t appear to keep these new grads from thinking their job owes them something. 
 
 In a MarchMTV survey of about 500 millennials, called “No Collar Workers,” 81 percent of respondents said they should be able to set their own hours, and 70 percent said they need “me time” on the job (compared with 39 percent of baby boomers). Ninety percent think they deserve their “dream job.” They expect to be listened to when they have an idea, even when they’re the youngest person in the room. 
 
 “Why do we have to meet in an office cross-country when we can call in remotely via Skype?” asks Megan Broussard, a 25-year-old New Yorker who worked at a large PR firm for three years before quitting to become a freelance writer and career adviser. “Why wouldn’t my opinion matter as much as someone else’s who only has a few more years of experience than I do?” 
 
 These desires are not exactly radical. Who wouldn’t want flexibility, autonomy and respect? 
 
 What’s different, says Lindsey Pollak, the author of “Getting From College to Career: Your Essential Guide to Succeeding in the Real World,” is how Gen Y-ers are asking for those things. Pollak, a consultant who advises companies on how to deal with Gen Y, says these workers — at least, the well-educated ones who can afford to make demands — want what everyone wants out of a job, they’re just asking for it in a more aggressive way. “And they’re the first ones to leave when they don’t get it,” Pollak says. 
 
 According to surveys, 50 percent of Gen Y-ers would rather be unemployed than stay in a job they hate. Unlike their child- and mortgage-saddled elders, many can afford to be choosy about their jobs, given their notorious reliance on their parents. After all, they can always move back in with Mom and Dad (40 percent of young people will move home at least once, per Pew research), who are likely to be giving them financial help well into their 20s (41 percent of Gen Y-ers receive financial support from their parents after college, according to research from Ameritrade). 
 
 In fact, it’s possible that a bad economy can make being choosy even easier — if more people are struggling to find work and living at home, there’s no stigma to it. 
 
 Nancy Sai, a 25-year-old who works at a nonprofit in Manhattan, spent a year living with her parents and working at a gas station while trying to snag her dream job. Her mom kept bugging her to look for something different — teaching! government! anything! — but Sai held firm. While it took her a year to find the ideal gig, she’s glad she waited. Her job is meaningful, the office environment friendly and welcoming, her bosses forthcoming with feedback. Some of her friends have not been so lucky — one quit her job in politics when her boss refused to give her any time off. 
 
 “She couldn’t separate her work life from her personal life at all,” Sai says. “She quit without another job lined up. She said she felt the most liberated she had in two years.” 
 
 Despite the recession, or perhaps because of it, corporations are eager to hire and retain the best, most talented Gen Y workers. “In this risky economic environment, the energy, insight and high-tech know-how of Gen Yers will be essential for all high-performing organizations,” said a 2009 study on Gen Y from Deloitte, the professional services giant. 
 
 Companies are beginning to heed Gen Y’s demands. Though flextime and job-sharing have been staples of the workforce for a few decades, they are becoming more accepted, even in rigid corporate culture, says Laura Schildkraut, a career counselor specializing in the needs of Gen Y. There has also been a rise in new work policies, such as ROWE, or “results only work environment,” a system in which employees are evaluated on their productivity, not the hours they keep. In a ROWE office, the whole team can take off for a 4 p.m. “Spider-Man” showing if they’ve gotten enough done that day. 
 
 Radical-sounding perks such as unlimited paid vacation — assuming you’ve finished your pressing projects — are more common among companies concerned with attracting and retaining young talent. By 2010, 1 percent of U.S. companies had adopted this previously unheard-of policy, largely in response to the demands of Generation Y. 
 
 The Deloitte study warns that, to retain Gen Y-ers, companies “must foster a culture of respect that extends to all employees, regardless of age or level in the organization.” In other words: Treat your Gen Y workers nicely. But we should be treating everyone nicely already, shouldn’t we? 
 
 Beyond that, Gen Y’s demands may eventually help bring about the family-friendly policies for which working mothers have been leading the fight. Though the Family and Medical Leave Act of 1993 afforded some protections for working parents, genuine flexibility is still a privilege of the lucky few, and parents who try to leave the office at 5:30 p.m. are often accused of not pulling their weight. Well, guess what? Now everybody wants to leave the office at 5:30. Because they’ve got band practice. Or dinner with their grandma. Or they need to walk their rescue puppy. 
 
 The American workplace has been transformed during economic upswings and downturns. The weekend was a product of labor union demands during the relative boom of the early 20th century. The Great Depression led to the New Deal’s Fair Labor Standards Act, which introduced the 40-hour workweekand overtime pay to most Americans. But now, workplace change is coming from unadulterated, unorganized worker pushiness. 
 
 So we could continue to roll our eyes at Gen Y, accuse them of being spoiled and entitled and clueless little brats. We could wish that they’d get taken down a peg by the “school of hard knocks” and learn to accept that this is just the way things are. 
 
 But if we’re smart, we’ll cheer them on. Be selfish, Gen Y! Be entitled! Demand what you want. Because we want it, too. 
 
 Emily Matchar is a freelance writer whose work has appeared in Salon, Gourmet and Outside, among other publications. She is the author of an upcoming book about “new domesticity.” 
 
 Read more from Outlook: 
 
 The new domesticity: Fun, empowering or a step back for American women? 
 
 Friend us on Facebook and follow us on Twitter. ||||| Targeting a particular generation in an advertising campaign is not a new strategy, especially with millennials. This generation has been fodder for negative stereotyping and endless jokes. 
 
 Whether these stereotypes are fitting is negotiable. What isn’t up for debate is this generation’s immense spending power of more than $200 billion annually. Numbers like these understandably make this age demographic a coveted audience for marketers, although not many succeed in acquiring this thrifty audience. 
 
 The majority of the millennial generation has grown up in a world inundated with flashy advertising sometimes just five inches from their face on mobile screens. Reportedly, 74 percent of this generation spends at least five hours per week engaged with online content, according to Content Science Review. 
 
 This onslaught of media has massively desensitized millennials to any traditional advertising strategies. As a result, marketers have turned to unconventional or informal ways to engage with millennials without selling something outright. However, mastering a strategy that caters to this demographic is more uncommon than not. 
 
 Let’s look at some of the biggest marketing fails when targeting millennials to see what went wrong so that your brand doesn’t have the misfortunate of repeating these mistakes. 
 
 Chevy understands the millennial lifestyle 
 
 Millennials are often oversimplified as one cohesive group of trendy, bearded, purple-haired hipsters with their smartphones permanently attached to their palms. This description is only fitting for a small percentage of the 75 million people who make up this generation. 
 
 This generation includes a diverse range of races, cultures and ages. In fact, it is one of the most diverse generations to date. According to research by the Brookings Institution, millennials—those between the ages of 18 and 34—are 55.8 percent white and almost 30 percent “new minority,” which includes Asian, Hispanic and those of two or more races. 
 
 Furthermore, the nomadic, freelance lifestyle that millennials live reportedly only describes 26 percent of millennials, making them the stark minority. 
 
 Thus, it’s easy to see how a car company aiming a commercial at such a large demographic ends up buying into these generational stereotypes. While the ad concludes with the Chevy marketer jokingly tossing away the cheesy ideas, in the end, this does nothing to lift the reductive portrayal of millennials. 
 
 AudienceBoom CEO Jason DeMers said, “It’s also a good idea to avoid targeting the millennial audience as a general niche. Instead, narrow your engagement by targeting highly specific niche audiences and interacting with your users on an individual level whenever possible.” 
 
 Chevy’s commercial was so heavily panned by audiences that even a parody version was made. 
 
 The lesson we learned from Chevy’s marketing fail: Figure out how your product might fit into their generational experience. Millennials, more than any other generation, have absorbed more knowledge about more diverse cultures and seen more places (even if through a computer screen) on opposite ends of the world. As a result, this is a generation that loves to find new experiences. 
 
 A better way for Chevy to market its car to millennials would have been to create roadmaps of various cross-country road trips for people looking for summer vacation activities. This extra touch would provide the value of a new experience to millennials all while advertising the car as the best option to take them on this experience. 
 
 Hillary wants to talk about it in three emojis or less 
 
 This attempt to engage with a generation that mainly spans from 18 through 34 is not easy to take seriously. 
 
 First, Hillary Clinton’s marketing team misunderstands the role that emojis and other digital multimedia play in online conversations. 
 
 While many enjoy expressing a mood with a GIF or any emoji, a discussion on student loan debt isn’t commonly a place where one would insert emojis. 
 
 Continue Reading
– It seems to be a rite of passage that "young adults" in the US (classified as those between the ages of 18 and 34, per the US Census Bureau) take a bit of guff from the generations that preceded them. Millennials, ID'd by Pew Research as those born between 1981 and 1997, haven't escaped this fate, but while many label the current younger set as simply hanging out "in the basement playing video games," as USA Today notes, that's not quite the case. The Census Bureau released a population report Wednesday that looks back at the 18-34 demographic over the past four decades, comparing today's young adults to those going back to 1975. "If one theme describes how adulthood has changed over the last 40 years, it is growing complexity," the report notes. A few notable trends stand out, and the internet is buzzing about them: Parents who dread an empty nest can relax, because the Kansas City Star notes your millennial boarders may not be going anywhere anytime soon. In 2005, just 26% of young adults still shacked up with Mom and Dad, but that number settled in at around 34% in 2015—a 30% spike in just 10 years. Per the Miami Herald, millennials seem to look more highly upon a good education than their predecessors, with 37% boasting at least a bachelor's degree in 2016, compared with 23% in 1975. The extra schooling likely explains a drop homeownership among millennials, from 52% in 1975 to 29% today. You won't find millennials starting families as soon as they're done with that schooling, and women especially aren't as eager to be relegated to homemaker roles as past generations, NBC Washington reports. Economic security comes before marriage—and while about 84% of young men are in the workforce (a number that's stayed constant this whole time), that percentage has jumped from 50% to 70% for women since 1975. A separate study finds that the most popular brands among millennials are Victoria's Secret, Sephora, and Nike, reports Bloomberg. Pew Research dispels the myth that millennials are flakes when it comes to holding down a job, pointing out that millennials in 2016 stayed at their jobs for five years or longer at around the same numbers as Generation Xers did when they were the same age—and actually outpaced Gen Xers by a few percentage points when it came to sticking it out with an employer for 13 months or longer. Adulting classes for millennials might not be necessary after all, then?