Generation Z In The Workplace

Generation Z In The Workplace

Generation Z accounts for those born between 1995 – 2010, making them the upcoming generation that are just entering the workforce. Difference in politics, economics and worldly topics during their formative years have influenced a change in work habits, attitudes and expectations compared to previous generations. These are the main factors and what it could mean for businesses planning to recruit this demographic.

Growing up in the Recession

Growing up in a money saving & budgeting culture will likely cause Gen Z to value jobs with better paying salaries more highly. Saving for the future, i.e pension schemes, may also be considered earlier on in their working career due to government cuts in social care and benefits. They may also be more entrepreneurial than previous generations, with a reported 42% of Gen Z claiming they’d like to start their own business and become self-sufficient. The closure of many retailers and companies during the recession will also influence Gen Z to consider job security as an important factor.


This generation rely on technology more than any other demographic. Coding and computer science are both being integrated in ICT education at schools and the job market for IT related sectors has grown sharply. This has produced a generation that will adapt faster to learning new technology and processing online information. In turn, this will also increase their expectations for fast and up-to-date technology in the workplace.

Social Media

Gen Z have never known any different than to be immersed in a social media orientated world. Ironically, this makes them place more value on real life experiences and relationships – resembling their grandparents more closely in this aspect than millennials. Face to face interviews will be more appreciated than Facetime or emails, as well as positive relationships with co-workers.

Diversity & Inclusion

Being the most diverse generation of them all, diversity and inclusion will be an integral part of the workforce encompassing this generation. Education in schools has expanded and put more emphasis on anti-discrimination and accepting those from all backgrounds, regardless of race, gender, age or beliefs.

This could create the demand for more roles in HR, specifically within small companies. It could also transform the recruitment questioning process – designing application forms to be more inclusive of trans and non-confirming gender individuals, as well as excluding questions regarding religious beliefs and status.

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