In the same way I subscribe to Vogue magazine each month, I’ve started to follow workforce trends like I do fashion, and the two have more in common than you might think. Psychology, social norms and culture play into how we want to look (read: Kendall Jenner), as well as how we want to live, and subsequently, work.
In recent history the future of work has focused on flexibility, since Covid-19 showed us that ways of working are more malleable than we anticipated (read more thoughts on this here). Now, as we emerge on the other side of a global once-in-a-generation pandemic, unsurprisingly – social norms and personal priorities have shifted.
When the world comes together for the greater good, it highlights a collective sense of belonging, but also brings inequalities to the fore. This is apparent across topics from climate management to poverty to a multitude of racial imbalances. Frankly, you tend to hear a lot of doom and gloom about how the world is changing – and don’t get me wrong – there are serious social and political issues at play; but we’re prone to overlooking a large subsect of humanity who are pushing change for the better.
Enter Gen Z.
Why should we start talking about Gen Z? Because they’re coming to your workplace, and faster than you think. You read that right; our late 90s and early 2000s Gen Z’ers are coming of corporate-working-age.
…Make you feel old? Same.
This generation of Tiktoking digital natives are paving a positive path and pushing workforce trends beyond flexibility to include some key factors that will further shape the way we work; summarised into three key priorities:
1. Diversity, equity and inclusion (DEI) is the norm, not the exception
In a recent study conducted by the Great Place To Work Institute, diversity and inclusion ranks top of the list of priorities that younger generations want to see from their employers. This encompasses everything from eliminating recruitment bias, having diverse representation across management and leadership, and fostering a culture of inclusion where employees from a range of backgrounds are seen, heard and understood.
2. Mental health is physical health
As a global society we’ve come a long way in the past couple of decades in recognising the importance of mental health as a key beneficiary to physical health and wellbeing. Progressive workplaces are becoming more transparent about mental health struggles, and allocating leave days the same way you would for physical illness like the flu. Gen Z’ers are pushing to see more of this acceptance in the workplace, where employees have the time and space to feel well at work. In the same way employees can come from a range of cultural backgrounds, they want inclusivity and acceptance for diversity of the mind; where it’s not always the loudest person in the room gaining promotions.
3. Pay transparency can lead to prosperity
Gone are the days of locking salary information in a vault, never to be seen or heard from on job descriptions. With inflation rates currently more than double the Reserve Bank’s targets of 2-3%, cost of living is a key consideration for both the workforce of today, and tomorrow. Not only do Gen Z want pay equality across all subsects of society; genders and races, but they also want pay equity. Studies have shown that less than 70% of Gen Z reported feeling as if they were paid fairly, which falls short of other generations. This is partly due to entry-level roles being lowly paid, but also a consensus that Gen Z is experiencing some of the highest CPI rises of recent decades, without the income increase to proportionately match the cost of living.
In summary, each of these elements loop nicely back to equity and inclusion being an overarching theme that will be projected across the workforce that carries us into 2030 and beyond. I’m a proud millennial, but I look down at Gen Z with a big sister confidence. Not only are they more fashionable and far better at personal branding than any generation that precede them – the evidence shows they’re a socially minded group of up-and-coming corporate stars who are ready to pave the way for generations that succeed them. We’re in safe hands.
So, what are you doing to keep your door open to the DEI themes championed by Gen Z? Think quick, because they’re growing up faster than you think.
This article is the second in a series called ‘Old Ways Won’t Open New Doors’ – read the first article here.
