“The younger generations don’t want to transact their way through life – they spend a lot of time at work and want to get some good stuff back. And good stuff isn’t just financial reward. It's learning and opportunities. It's networking. It's variation and experiences.”

Here are three key areas where the Gen Z mindset may differ from that of older employees – and what companies can do to respond.

1) living out personal values

Climate change and racial inequality are two of the biggest challenges that Gen Zers are passionate about. In the US, where sensitivities around race are particularly acute, Gen Z is more racially and ethnically diverse than previous generations, according to the Pew Research Center.

And a study in The Lancet has revealed worrying levels of climate anxiety among 16 to 25-year-olds, with more than 45% of survey respondents saying their feelings about climate change negatively affected their daily life and functioning.

These strong values inevitably impact on the working life and career decisions of Gen Z.

Indeed, almost half of Gen Zers said they would not accept a job with an employer that is not actively working to become more sustainable, according to the latest Randstad Workmonitor report, which gathered the opinions of 35,000 employees across 34 markets. That compares to an average of 39% across all generations, and 30% of the oldest generation (those aged 55 to 67).

There was a similar reluctance among Gen Zers to work for organizations that are not proactively making efforts to improve diversity and equity. To attract Gen Z job seekers, companies should clearly communicate the progress they are making with environmental, social and governance targets and other goals.

categoría

etiqueta