“The only constant is change.” This pearl of wisdom attributed to the Greek philosopher Heraclitus rings especially true for us today. The changes that we witness locally, nationally, and globally have an enduring impact on each emerging generation. The rapid technological advancements in our society reveal that we are in a new era of human existence —and this epoch demands a revolution in the way we live, work, and play. Moreover, the workforce is shifting significantly as Generation Z (individuals born between 1997 and 2012) enters the scene as young professionals.
Gen Z is characterized by the inculcation of the Internet in their daily lives, the insidiousness of advertisements vying for their consumption of the latest and greatest products, and the lightning speed in which everything is happening. Additionally, this generation has witnessed countless episodes of violence and political upheaval, from the numerous school shootings to the January 6th insurrection. Gen Z has felt the impacts of climate change, seen a resurgence in overt racism, and survived a global pandemic. It’s no wonder that these blossoming community members have certain demands entering professional spaces. Here’s how employers seeking to attract young talent can cultivate an environment that aligns with Gen Z values and aspirations.
Diversity, Equity, and Inclusion
While it is a highly contentious topic in U.S. political discourse, diversity, equity, and inclusion (DEI) is a big deal for Gen Z. As the most ethnically diverse generation to date in the United States, Gen Z values organizations that reflect the realities of the broader population. The desire for this diversity is not limited to race and ethnicity but applies to gender and other identities. Having diversity in an organization’s leadership is especially important. Gen Z doesn’t want diversity for the sake of it; it wants the voices of people from various backgrounds included in conversations where organizational decisions are made.
Mental Health Advocacy
Another critical consideration for supervisors recruiting Gen Z team members is elevating self-care and mental health. Gen Z has suffered from an increase in mental health challenges since the early 2010s, with the rise in social media usage. The COVID-19 pandemic exacerbated existing challenges for many adolescents and young adults. Consequently, Gen Z is intentional about prioritizing their mental health. This includes setting boundaries between work and personal life and pursuing mental health resources when necessary. Employers should consider incorporating mental health days or wellness opportunities into their organizational culture to support and retain Gen Z employees. It’s one thing to preach self-care and wellness, but it means nothing to Gen Z if you don’t practice it.
Flexibility
In line with the value of mental health, Gen Z appreciates flexible work schedules. As natives of the digital age and students during a global pandemic, we have seen remote and hybrid work become more mainstream. Gone are the days of coming into the office Monday through Friday from 9 am to 5 pm. Virtual meetings, online trainings, and work-from-home sessions are essentials in the Gen Z metaphorical briefcase. If you’re interested in retaining your Gen Z staff, you must consider different work formats and possibly allow employees to work non-traditional hours. Many Gen Z folks are managing personal projects alongside their primary jobs. To the extent that you can, being flexible and accommodating to the unconventional ways that Gen Z approaches work might make your organization more desirable to young job seekers.
Change can be challenging, but embracing it can lead to creative solutions. Gen Z is already confronting the world, its beauty, and its chaos. Will we be an obstacle to their contributions, or will we help cultivate the gifts they carry?
