Gen Z in the Workplace: A Guide

With members of Generation Z coming of age and joining the workplace in significant numbers, it’s a good idea for HR professionals to get acquainted with the unique traits of this demographic cohort that could have implications for the people strategy of your organisation.

We’ve created this short guide to Gen Z in the workplace, informed by the latest research. Read on to find out more about how to adapt your workplace.

What is Gen Z?

Gen Z is short for ‘Generation Z’. It’s a term used to categorise a demographic cohort of people born between a particular range of dates – in other words, a generation of people. Each generation comes of age in a specific social, political and economic context, and this means that their traits and behaviours can vary significantly.

Typically, society has divided generations according to when they were born over a 15 to 20 year period.

The Pew Research Centre does significant work in analysing demographic trends and the behaviour of particular cohorts (we’ll be coming back to their work later on in this blog). They categorise the various generations of the 20th and 21st century in this way:

• The Lost Generation: Born 1883–1900
• The Greatest Generation: Born 1901–1927
• The Silent Generation: Born 1928–1945
• The Baby Boomers: Born 1946–1964
• Generation X: Born 1965–1980
• Millennials (or Generation Y): Born 1981–1996
• Generation Z (or Gen Z): Born 1997–2012
• Generation Alpha: Born 2010–2020

As you can see from above, Generation Z are now starting to be old enough to filter into the workplace. Generally, up until now, workplaces have been dominated by Baby Boomer, Generation X and Millennial demographic cohorts.

As Baby Boomers increasingly retire, the balance of generations in the workplace will shift, bringing with it a change in behavioural traits and the way that we work together.

Research confirms that by the end of the 2025, generation Z will make up a quarter of the workforce. This means that employers need to be prepared for the impact that a new generation will and is having on organisations, aware of the ways that they draw out positive, healthier behaviours and new ways of working.

A disclaimer

It’s important to remember when we’re talking about demographic cohorts we’re essentially making huge generalisations about groups of individuals. Generalising isn’t particularly fair and sometimes it’s not particularly useful either.

Unfortunately, it’s also arguably one of the only ways we have to conceptualise the different traits of different generations.

People are unique individuals at the end of the day and will all have different and similar ways of thinking and acting. No generalisation is 100% correct: including the ones here. Bear this in mind when you’re working your way through this blog.   

What should I be aware of when working with Gen Z employees?

1) They are exceptionally tech-savvy

Labelled as the first truly digital generation, Gen Z are known as 'Digital Natives', having grown up in an environment where 'googling' is second nature, smartphones are the norm and social media is used as a news site.

As a result, many Gen Z employees may find it easier than other generations to use digital forms of technology for tasks. This can give them a significant advantage in adapting to new technology in the workplace but it can also be a drawback.

Many Gen Z-ers might also be unfamiliar with physical tools/methods to complete common tasks that sometimes might need to be used: for example, using dictionaries or physical reference resources to find information, rather than the internet. 

HR can help support Gen Z with technology by:

• Providing user-friendly, intuitive tools: including AI platforms, collaborative communication channels and personalised learning and development software.
• Encouraging continuous feedback and improvement: providing channels for Gen Z to feedback creates trusted relationships and shows a companies commitment to growth.
• Encouraging work-life balance: with many hours spent online, business can encourage digital boundaries and digital safety.

​Gen Z's exceptional tech-savviness is not just a personal trait but a strategic advantage, enabling them to drive innovation and efficiency in the workplace.

2) They are more open about their mental health struggles

In 2024, one in three 18-24 year olds admitted they have experienced feelings of depression and anxiety, compared to just one in four in 2020. Having been brought up in an environment where mental health is both more widely discussed and accepted, Gen Z are more honest than previous generations when it comes to their mental health and wellbeing.

Because of this, generation Z expect more from their employers when it comes to creating stigma-free workplace cultures. Actively seeking organisations that integrate mental health throughout their businesses, whether this be in the form of programmes or policies, generation Z require support, resources, and tools. 

HR can help support Gen Z in terms of mental health by:

• Improving the mental health resources: implementing mental health first aid training, developing wellness action plans, providing EAP and specialist therapy solutions.
• Updating sickness policies: including mental health illnesses and wellbeing days
• Providing FULL flexibility: including hybrid and remote working, flexitime, unpaid holidays, job sharing flexibility at it's fullest through hybrid working, flexitime, unpaid holidays
• Promoting an open and destigmatised culture: supporting psychological safety where employees feel safe to share concerns without fear of judgment. 

​Gen Z's openness about mental health is reshaping workplace cultures, urging employers to foster environments that prioritise well-being and support.

3) They are passionate about political, social and environmental issues

A study by Deloitte explores that Gen Z are particularly progressive when it comes to to political, social and environmental issues. So much so that roughly six in ten gen Z's and millennials have admitted that they've felt concerned and anxious about climate change over the last month. 

Believing that both governments and businesses need to play a significant part both reducing and addressing climate change, Gen Z make thoughtful decisions about their employment, knowing the influence that companies have on consumer behaviours and influencing purchasing decisions. 

Further research by the Centre for Climate Change and Social Transformations found that Gen Z and Millennials are more likely to experience anxiety, anger and guilt about climate change than older generations.

An article by the BBC highlights how Gen Z are at the forefront of a new wave of activism on topics as broad as climate change, social and racial inequality and gender discrimination for instance.

Going forward, if the research and predictions match the reality, it’s likely that organisations will need to finetune their approach to issues like this in order to appeal to employees and customers from this cohort.

Organisations that fail to take confident, progressive positions on issues that matter to Gen Z are likely to find it hard to attract and retain talent from this cohort.

4) They are much more diverse than previous generations

Evidence shows that Gen Z are much more diverse than previous generations too. This has major implications when it comes to the workplace and your diversity, equity and inclusion strategy.

As a cohort, Gen Z are more likely to come from multi-ethnicity families than previous cohorts and as we covered earlier, Gen Z are also more likely to hold strong views on issues related to diversity and this has implications for your organisation.

As a HR department, you’ll need to take the lead in developing a strong DEI strategy that is able to appeal to this diverse demographic and tackle some of the issues that they feel strongly about.

Generational change is inevitable

As time passes and society evolves, generational change in the workplace is inevitable. It always has been and always will be. As the older demographic cohorts of the Silent Generation and the Baby Boomers retire and move out of the workplace, HR departments will need to ensure that they’re ready to engage with the next generation moving into the workforce – Generation Z.

We hope this blog has helped to introduce you to some of the potential key traits of this organisation and help you prepare your own HR practice for the new challenges to come.

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