Reflections as Gen Z joins the workforce.

It was great to spend time with Charity Leaders recently discussing Gen Z joining the Charity workforce. It’s something that has been on my mind.

It was a timely discussion for me - As CEO of a charity that has worked with children for over 32 years, we've seen a lot of changes and seen a lot new people join our workforce. Although we are only a small team of 34 people, a whopping 26% fall into the Gen Z category. It’s making a big difference to how we work and especially how we communicate.

Gen Z have grown up with technology, not just as a means of communication but in every aspect of life. They are skilled at finding information, quick to share and look for trusted sources to recommend products, services, lifestyles. They will be quick to praise but equally quick to shame and call out exploitation, as many retail brands have seen. Employers must be prepared to reach them in new ways and can expect them to be public in their feedback.

Gen Z care about the world, which has been in turmoil since the day they were born (think 9/11, Covid, Ukraine). Driven by their values, they will search for employers who are authentic and care about their customers and their staff. Charities are exceptionally well placed to meet this expectation.

Gen Z is the most diverse generation yet. Not just ethnically diverse, they are curious about gender and sexuality, more disability confident and certainly more disability aware (think Paralympics). Gen Z are driven by social action and demand inclusivity. The best charities employ people with lived experience of the cause they represent. This surely bodes well for Gen Z entering employment in the ‘Not for Profit’ sector.

I’m proud my own children have chosen public service over profit. I guess I have always encouraged them to think more about who they are over what they do. Making a positive difference is a big driver and charity offers a great way to fulfil that ambition.

But it’s not necessarily that straightforward.

100,000 children, according to the Children’s Commissioner, still leave school every year without the 5 GCSEs we believe are essential to enter the workplace. Communities are ever more divided. Can charities offer opportunities to young people who might need more of a helping hand to get started? Volunteering and Break Leader roles at Go Beyond come with training and support, the chance to be part of a team and see the difference you can make every day for children who risk being left behind. I haven’t worked it out yet, but it seems to me, there must be a virtuous circle here.

Meanwhile, those who went to University are the best qualified and most indebted generation we’ve known. No wonder they are determined to earn at an appropriate level. Restless to get on, they will seek out opportunities for additional training and personal development. This is where charities might have to work a bit harder. Charity salaries rarely keep pace with other sectors, but they offer a lot more than just pay. Flexible working and a good work life balance, care for mental wellbeing and opportunities for development.

The population is rising and the number of jobs shrinking. The rise of technologies, automation and AI has already meant the loss of many traditional jobs. Gen Z will be doing jobs the rest of us haven’t yet heard of. While those of us already established in the workforce had to grapple with Covid and the move to ‘new ways’ of working, Gen Z have never known it any other way. Paradoxically, while this youngest generation may find fewer opportunities, they may also find they’re needed more than ever. How often do we turn to the youngest person in the team to help us fix something on the phone or laptop? The Teams channels are constantly alive with chatter. This is a vibrant and connected generation with lots of new ideas. Maybe they won’t want to stay with us a long time and maybe that’s ok, a restlessness to find new challenges might mean CVs change and where once multiple short-term jobs might have suggested a lack of stability, perhaps in future it will indicate ambition and determination. Hiring managers might have to reevaluate their priorities.

At the same time, we have an ageing workforce with people having to work much longer. The best teams are diverse in thought and characteristics. The happiest teams will be those who genuinely work together, who have trust and respect across generations. The challenge for all employers will be finding ways to build those connections.

Our recent all staff day was spent with our supporters Go Ape - ?a great equaliser. Everyone equally terrified, young and older hanging on to zip lines at the top of the trees. Yes, technology is all pervasive but sometimes there is nothing better than a day spent pushing your personal boundaries, helping one another and having fun. The blending of work and social life is definitely a feature of Gen Z.

It is no surprise that our recently formed staff group wants to improve communication but also have team socials, lunch and learn sessions and opportunities to share ideas and come together.

Looking to the future

There will always be a hierarchy. Someone always has to be accountable, but I remember a colleague long ago pointing out, a triangle can be very tall and pointed or it can be shallow. I think it we want our workforce to get along and understand each other, we need to squash that triangle and keep our colleagues connected. The joy of being a small organisation with only 30 employees makes this a real possibility.

So, I’m thinking the Charity sector is well placed to appeal to Gen Z. We win hands down on values and authenticity. We will struggle to compete on salary but there is plenty to offer in addition to pay. The bravest of us will continue to steer our organisation but encourage Gen Z to bring bright and exciting new ideas which in the end will help us to be more vibrant and more relevant than ever.