“Gen-Z”, or Generation Z, makes up the population born between approximately 1996 and 2012. Whilst the oldest of this generation are now venturing into their twenties, the youngest are still traipsing through school.
COVID-19 has particularly impacted the career prospects of Gen-Z, to such a monumental scale it is actually incomparable to other generations. Whilst some Gen-Zers are just starting their careers, and some remain in school, both situations have been heavily thwarted by the pandemic.
Whether it’s the struggling job market or broken learning systems, employers must now understand how these factors will influence the future working population. So what exactly motivates Gen-Z? How can employers generate a workplace that will keep Gen-Z candidates happy?
Gen-Z make up the most diverse generation yet
With over 47% of Gen-Z being classified as within a socio-economically rendered minority group, they make up our most diverse generation. This is in comparison to 39% of Millennials, 30% Generation X and 18% of Boomers.
Additionally, the BBC has reported Gen-Z as being the generation most concerned about social justice issues compared to every generation preceding them.
As a result, Gen-Z places high value on companies who openly support LGBTQ+ people, gender equality, and are actively against racism. This means businesses looking to incorporate younger generations into their workplace should have a clearly communicated diversity and inclusion policy.
They are the first generation to effectively grow up on the internet
Gen-Z is known as the generation who grew up with the internet at their fingertips. Reaching information quickly and easily is not only extremely important to them, but also key to establishing and building relationships.
Ultimately, your establishment must incorporate structures that allow this virtual flow of communication, especially given that remote and flexible working schemes are continuing following the end of lockdown.
It’s also worth noting that although we trust Gen-Zers to be proficient in technology, that’s not to say they won’t require training on onboarding processes and understanding the systems your organisation adopts.
Furthermore, it’s not enough to assume that every young person within this generation has access to their own office or laptop or efficient internet speed. With remote working sticking around, disadvantaged individuals may need extra support in guaranteeing they can perform their job competently.
Mental health and wellbeing support are valued and expected workplace services
As the generation more likely to seek professional mental health help, Generation Z have expressed higher levels of depression and anxiety compared to their predecessors and will thus prefer an employer who can accommodate and support these mental health difficulties.
As the topics of mental health and wellbeing begin to lose their long-lasting taboo, Gen-Z have become advocates in normalising discussions based around these talking points. It’s also likely they will see through the transparency of targeted mental health campaigns that take place once a year.
Some companies are introducing a new initiative wherein they allow their workers an additional week off during the year; they communicate the holiday as a way to boost “morale, mental health and burnout”.
The impacts of COVID-19 have impacted their future prospects most
Reports have shown that the effects of COVID-19 have impacted Gen-Zers more than any other generation in terms of education and entering the workforce. The concept of an uninterrupted educational experience was foiled last year at the start of the first lockdown, meaning employers must understand that skills gaps will exist and may appear to trend in young workers for the coming years.
As for entering the workforce, Gen-Z have struggled to obtain the stability of long-term permanent careers, with lots of graduates choosing to work temp roles so as not to be out of work.
As a result, we support business leaders who instruct companies to help build up a supportive workplace network to make sure candidates that have been affected by the economic trauma of the past year can find and keep long-term stable positions.
If you are looking for a new role, why not have a confidential chat with one of our consultants? Or, if you are looking for new talent, speak with one of our agents to ensure you get the best of the best in your business.