Gen Z: The Most Diverse Generation in the Workplace

Generation Z, also known as Gen Z, is rapidly taking over the workplace and changing the workplace norm as we know it.

As one of the most numerous generations, Gen Z is also considered as the most diverse generation in the history of America. It is racially and ethnically diverse with its members leading in sexuality, religion, and gender diversity. They are also referred to as "the most educated" generation.

However before delving into how Gen Z is transforming workplace norms for good, it’s essential to understand how this generation varies from its predecessor—the millennials both outside and inside work.

GEN Z VS MILLENNIALS

With Gen Z coming into play at workplaces, many people wonder what makes individuals within Gen Z differ from those in the previous generation-the millennials. These differences are important to emphasize why Gen Z has been termed as more diverse than other generations including millennials.

Pew Research states that 48% of individuals belonging to Gen-Z “are racial or ethnic minorities.” In contrast, only 39% were said to be so among American millennials on a study done in 2002. There were claims that this difference in percentage was mostly caused by immigration increase over time resulting in more first-generation births within America itself.

Gen-Z has also affected diversity regarding gender and sexuality.

Every sixth individual belonging to Generation Z has claimed being either transgender or queer compared to every tenth millennial. Nearly sixty percent of those who belong to Generation-Z feel that there should be more gender-neutral options on online forms asking about one’s gender identity while thirty-five percent reveal knowing someone using they/them pronouns-more than any other generation before them-as an inclusivity level. Additionally with regard to education older members of Generation-Z are reportedly significantly less likely than millennials at large not finish school therefore typically resulting into higher levels of educational attainment for Generation-Z members.

Nonetheless; cultural variances between Gen-Z and Millennials still need discussion because it affects how Gen-Z is perceived in the workplace. The debate on when does Gen Z really start and when the millennial generation ends usually opens up this discussion.

WHEN DOES GEN-Z START?

Gen-Z begins in 1995 according to some sources, while others say that it starts in 1997. This has become a highly debated issue among those who belong to either of the two generations or both because of the demographic and cultural differences between them. (In general, Gen-Z ends around 2012, but this may change as people born around this time grow to identify with GenZ or the next generation-Generation Alpha-more.)

As an example, Gen Z considers themselves:

• tech-addicted
• entrepreneurial
• pragmatic due to growing up during The Great Recession
• conscious about societal problems
• very cognizant about diversity’s power and inclusivity’s significance at work place

On the other hand, millennials focus on fair pay at work places; they seek for stability in their own lives as well as their careers making them be seen as more optimistic since they were raised during an economic boom of 1990s. Millennials have also acknowledged diversity and inclusion being important at workplaces though have not been loud or passionate like Generation Z.

As someone born in 1997, I find myself reflecting on the differences and how difficult it was for me to feel part of one generation or another. Growing up, I could relate with millennials because I spent a lot of time with my millennial cousins but that was not enough for me to grasp what it is like to be a millennial completely.

Meanwhile, whenever I am with my young relatives from Generation Z, there are certain Gen Z trends that make me feel alienated (Snapchat usage and other visual media as primary means of communication) while also finding myself doing some (Gen Z slang), amongst others.

I still continue to struggle which generation I belong, though this is not just my problem. Those who were born at the cusp between an old generation and a new one tend to identify themselves with both unlike others may do. In addition, people like us can bring interesting perspectives into life that do fit either group.

Nonetheless, beyond corporate walls, diversity within Gen Z has begun penetrating workplaces as Gen Z enters into workforce.

GEN Z IN THE WORKPLACE

We have seen that Gen Z is the most diversified among all generations; therefore diversity is expected by them from their employers. Employers are held in high standards.

The perfect workplace for a Gen Z would be where employers seek not only to understand employees’ needs when it comes diversity and inclusivity at work but also translate such understanding into action immediately.

According to recently released statistics on Monster.com, 83% of Generation Z considers the commitment of an employer towards diversity plus inclusion as an important consideration when deciding where they should apply for employment. Another study found out that if they were dissatisfied with their efforts towards diversity and inclusion then 75% of personages belonging to the Generation Y would not even re-apply for positions in those companies any longer.

Majorly inspired by Gen-Z however HR departments and hiring managers have had their eyes opened to the realization of the potentials behind having a diverse workforce in their companies around four key areas:

• It enhances productivity and profitability
• Decisions of good quality are made by diverse candidates
• Competitive advantage can be gained from embracing diversity among staff members
• The overall brand improves, when these other three take place.

Companies are always looking for new ways to ensure that their employees’ productivity levels remain high while at the same time maintaining constant profits. In pursuit of this they have managed to establish a culture which is both diverse as well as inclusive in nature. According to McKinsey & Company, organisations that were more culturally and ethnically diverse were 33% more likely to exceed their industry peers. Furthermore, those with “gender-diverse” top management groups were 21% more likely than competitors to enjoy superior profits.

In addition to this, it is important for companies to understand that creating an atmosphere where inclusivity and diversity are valued leads to an environment where workers feel more productive hence yielding increased profitability.

However, there are many other advantages other than revenue which need to be looked into when making the workplace diversified.