Home
Blog
EDI Survey Questions
GenZ and DEIB

Understanding Generation Z's Perspective on Workplace Diversity, Equity, Inclusion and Belonging

17 December 2024 by Mark Holt

Generation Z, or Gen Z, born between the mid-1990s and the early 2010s, is the latest generation to enter the workplace. They are digital natives, with a unique set of values, expectations, and perspectives that differ from previous generations. As they become an increasingly significant portion of the workforce, understanding their attitudes towards diversity, equity, and inclusion (DEI) is crucial for employers aiming to foster inclusive and engaging work environments.

This article will explore Gen Z's expectations and values regarding DEI in the workplace, discuss how these perspectives challenge traditional workplace cultures in the UK, and provide insights into what employers can do to meet the evolving standards of this unique demographic.

Divrsity Disclaimer
This article discusses Boomer values and expectations regarding workplace diversity, equity, inclusion, and belonging in broad, general terms. It is important to recognize that every individual and organization is unique, and attitudes may vary widely. For a deeper and more accurate understanding of true attitudes and lived experiences around DEI, we recommend gathering actual data using tools like the *Divrsity* platform. This approach ensures insights are based on real experiences rather than generalizations.

Who is Generation Z?

Gen Z refers to individuals born between the mid-1990s and the early 2010s. They are the first true digital natives, having grown up with technology and the internet as a constant presence in their lives. With an estimated population of over 13 million in the UK alone, they represent a significant portion of the current and future workforce. Gen Z is the most ethnically diverse generation in history and bring distinct experiences, attitudes, and expectations to the workplace; challenging traditional norms and driving organisations to adapt.

DEI Expectations: The Generation Z Perspective

Generation Z has witnessed the social and political activism of recent years, with movements like #MeToo and Black Lives Matter leaving an indelible mark on their outlook. As a result, they bring a heightened awareness of social issues and a strong desire for equality and fairness to the workplace.

Recent studies have shed light on Gen Z's attitudes towards work and diversity. According to a survey by the Pew Research Center, 54% of Gen Z adults believe that promoting diversity and inclusion in the workplace is essential for a company's success. Another study by Glassdoor found that 77% of Gen Z employees consider a company's diversity and inclusion policies when deciding where to work.

Diversity and Inclusion

For Gen Z, diversity goes beyond simply hiring people from different backgrounds. They expect organisations to foster an environment where every individual feels valued and respected, with unique perspectives celebrated. A recent study by McKinsey & Company found that 77% of Gen Z respondents want their workplace to be more inclusive and diverse. They are eager to see diversity reflected at all levels, from entry-level positions to senior leadership.

This generation also challenges traditional gender norms and embraces fluidity in gender identity and expression. They advocate for non-binary individuals and expect workplaces to provide inclusive facilities and language that moves beyond the binary 'he/she'.

Equity and Social Justice

While diversity is essential, Gen Z understands that true inclusion means ensuring equity for all. They are passionate about social justice and eager to see organisations address systemic inequalities head-on. This includes acknowledging historical injustices and actively working towards creating a level playing field including equitable practices, such as fair pay and equal opportunities for advancement.. According to a report by Deloitte, 69% of Gen Z respondents believe companies have a responsibility to improve society, indicating their desire for businesses to be forces for positive change.

Gen Zers are also quick to call out instances of bias or discrimination and expect employers to provide robust channels for reporting such incidents. They want transparent procedures in place that hold perpetrators accountable while protecting whistleblowers from retaliation.

Belonging and Mental Health

The desire for belonging is another key aspect of Gen Z's DEI expectations. They seek workplaces where they can be their authentic selves without fear of judgment or discrimination. This generation has also been vocal about mental health issues, advocating for open discussions and expecting employers to provide robust support systems. A survey by the Mental Health Foundation found that 74% of Gen Z employees want their workplace to prioritise good mental health, highlighting its integral role in creating an inclusive environment.

Challenging Traditional Workplace Cultures

Gen Z's expectations are clashing with traditional workplace cultures in the UK, particularly in more established industries. Here are some key ways in which they are challenging the status quo:

Rigid Hierarchy vs Flat Structures: Gen Z favours flat organisational structures that promote collaboration and idea exchange across all levels. They question the need for rigid hierarchies, believing they hinder innovation and inclusivity.
Presenteeism vs Flexibility: Having grown up with technology enabling remote work, Gen Z challenges the culture of presenteeism, where long hours are seen as a sign of dedication. They advocate for flexible working arrangements that focus on output rather than hours spent at a desk.
Individualism vs Community: While previous generations emphasised individual achievement, Gen Z values community and collaboration. They believe in sharing credit and celebrating collective successes, moving away from the traditional focus on individual performance.
Unconscious Bias vs Active Inclusion: With their heightened awareness of bias, Gen Z is pushing organisations to address unconscious biases that perpetuate inequality. They expect proactive measures such as inclusive language guidelines, regular bias training, and diverse representation in all aspects of the business.
Authenticity and transparency : Gen Z is skeptical of companies that claim to be diverse and inclusive without evidence to back it up. They expect employers to be transparent about their DEI efforts and to demonstrate authenticity in their actions.

Adapting to Meet Evolving Standards: What Employers Can Do

To attract and retain top Gen Z talent, employers must adapt their practices to meet these evolving DEI standards. Here are some key strategies organisations can implement:

Conduct Regular DEI Surveys: Utilize platforms like Divrsity to conduct anonymous and secure Diversity and Inclusion surveys. These surveys can help you gather valuable insights into employee perceptions and identify areas for improvement.
Listen and Engage: Create avenues for open dialogue with Gen Z employees to understand their perspectives and experiences. Foster a culture where they feel comfortable providing feedback and sharing their ideas for improvement.
Diversity Training and Education: Invest in comprehensive diversity training for all staff, addressing topics such as unconscious bias, microaggressions, and inclusive leadership. Educate managers on the benefits of diverse teams to create buy-in at all levels.
Inclusive Policies and Practices: Review existing policies and practices through a Gen Z lens. This includes offering flexible work arrangements, providing gender-neutral facilities, and ensuring an inclusive language in all communications.
Transparent Reporting and Action: Gen Z values transparency. Provide regular updates on DEI initiatives and be open about areas of improvement. If issues arise, take swift action and communicate the steps taken to address them.
Mental Health Support: Offer robust mental health support systems such as employee assistance programmes, counselling services, or mental health days off. Destigmatise these conversations through awareness campaigns and encourage open discussions.

Conclusion: Embracing Gen Z's Call for Change

Generation Z is challenging the UK workplace to become more diverse, equitable, and inclusive. Their expectations are reshaping traditional cultures, forcing organisations to rethink their approaches to create environments that foster true belonging.

By listening to Gen Z, adapting practices, and prioritising DEI initiatives, employers can not only attract top talent but also drive innovation and success. As the future of work unfolds, embracing these changes will be essential for businesses to thrive in an increasingly diverse and inclusive landscape.