Growth Opportunities and Company Values among Top Priorities for Gen Z when Looking for Job

May 27, 20213:05 pm1961 views
Growth Opportunities and Company Values among Top Priorities for Gen Z when Looking for Job
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As more young Gen Z workers are entering many fields in the workforce, new trends will evolve into lasting impacts on the future of work. Known as a digital native, how will Gen Z expectations shape the way organisations conduct their business?

Today, global marketing agency, LEWIS revealed findings from its new global research on Gen Z and the future of the workplace. Conducted in support of the global HeForShe movement, this report shows the expectations Gen Z has of companies and CEOs. The findings reveal the importance of values and diversity programs in the workplace, with gender and race being the top priority.

“The next generation are quickly moving into the workforce and they want to be heard,” said Chris Lewis, CEO of LEWIS. “It’s clear that Gen Z prioritize values above all else – companies that don’t understand or reflect that will find themselves struggling to attract and retain the best talent.”

Failing to prioritize values and social causes will not serve companies, or CEOs, well. Only 19% of Gen Z would work for a company that does not share their values. When evaluating an employment opportunity, company values is the second most important factor – but personal growth opportunities still hold the top spot. Gender and race were identified as the top qualities of diversity by Gen Z, emphasizing the need and expectation for appropriate programs and commitment within companies.

See also: The Way Millennial & Gen Z Achieve Their Success in the Workplace

Globally, the importance of diversity and supporting social causes is abundantly clear:

  • Company values: 67% believe company values are more important than the CEO/leader (vs 65% in APAC)
  • DEI programs: 41% would work for a company that is not gender or racially diverse but only if it had a strong diversity, equity and inclusion program (vs 45% in APAC)
  • Opportunities: 46% said that if two candidates had the same qualifications, they would be in favor of the candidate that results in greater diversity in the company (vs 47% in APAC)

The survey also revealed the leadership expectations Gen Z hold, with many looking to senior staff to drive change:

  • DEI leadership: Gen Z expect HR (35%) and Senior Management (29%) to lead DEI efforts within companies
  • In APAC, the expectation on leading DEI efforts fall on Senior Management (34%), followed by HR (31%)
  • Key qualities: 37% think ‘innovative’ is the most important quality in a CEO. Determination (35%) and empathy (33%) were the second and third most important qualities
  • In APAC, 41% think ‘innovative’ is the most important quality in a CEO, followed by determination (39%) and creativity (29%)
  • Social impact: 41% believe CEOs should be judged by their commitment to solving social issues
  • 50% of respondents in APAC believe CEOs should be judged by their ability to innovate and be an industry leader, followed by their commitment to solving social issues (38%)

“This research shows how important DEI programs and positive social impact are to the next generation,” said Edward Wageni, Global Head of HeForShe. “It’s clear that the onus is on today’s leaders to make clear commitments about how they will progress these important topics. By ignoring societal issues, they will fail to connect with almost an entire generation.”

To read the full report, please visit this link.

Read also: Gen Z Don’t Want to be Contacted by Recruiters Through Social Media: Report

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