Welcome to my debut newsletter

Having served 16,000 Gen Z women at Girls With Impact through our business and leadership programs, while working with dozens of corporations that are looking to recruit them, I’ve gained insights on how companies can make the most of the largest generation that is now entering the workforce.

Join me each month as we explore how to bridge the needs of Gen Z and companies to ensure we unleash the $12 trillion economic opportunity that working women bring.?

The facts:

• We are at a clear crossroads where Baby boomers and millennials are dealing with a new generation that is, quite literally taking over:?90 million GenZers vs 80 million millennials – equalling over 30% of the world’s population
• 8 in 10 employers expect to maintain or increase the number of interns this year (NACE)
• 50% of college students don’t feel work ready (UCLA)

Let’s get to work:

“Gen Z is spoiled.” “They need to learn work ethics.”?“You can’t get them into the office.” “They’re touchy.”

Those are just a few of the comments business leaders have shared with me over the past year. I’m sure you have your own views.

In a matter of weeks, GenZers will hit your office, bringing with them a new way of thinking, dressing, and connecting. For sure, they come with tattoos, nose piercings, and their own attitudes – definitely not easy for some of us to digest.

How do you make the most of this generation?

Let me answer the top questions I hear from leaders often and offer some guidelines for a happy and productive summer.

What's the average Gen Z intern looking for?

• An inclusive culture
• Engaged employees?
• A community service orientation
• Meaningful projects

How do you onboard a Gen Z employee?

• Have a frank conversation about expectations: from their work environment (no open closets in the background) to dress code
• Explain that you will provide regular and direct feedback so they can grow as a leader and professional
• Give them a jump-start by providing?background on the organization and related to their role – or directing them what to review
• Make them feel welcome – Introduce them formally to team members
• Lastly, ask them what they are interested in learning more about

How can I attract under-served talent to our internship program?

Your interns may often come through your employees’ networks. Like the executive whose kid needs an internship.?That’s just one small reason those from lower income groups have a hard time climbing up the career ladder and the wealth gap remains wide.

Why not kill 3 birds with one stone?

• Provide an opportunity – Seek an intern from a community or educational organization you partner with, like GWI.?Provide an opportunity to an area of need – women, People of Color – or to address a gap you’re facing.
• Increase your retention – Increase your loyalty and retention by incorporating your early or mid-career employees in your Summer internship activities.?
• Build your brand – Turn your Gen Z intern into an ambassador, and a potential future employee. More below.

Should Gen Z interns be required to come into the office – or is remote work sufficient?

• Studies have shown that young people are losing out on the value of being in a workplace that helps them develop in their careers. If you have an in-person work environment, then the interns should be expected to be there on the same schedule as FTEs.
• Many GenZers want or need to come into an office to meet school/credit requirements.
• But flexibility is also key with Gen Z. Make the in-person schedule meaningful, and give them the opportunity to work from home at times.

What are Gen Z’s top capabilities that I, as a business leader, can really harness?

• Focus on social impact – Where you can, marry a project with purpose
• Understanding their generation as a consumer – Seek their input. They have great perspectives on marketing messages, customer experience and more.
• Content, digital creation – I remember sitting side by side with a young, smart Gen Z employee who could edit the flyer as fast as I could dictate the language.?They are natives on digital content. Give them that project you’ve been yearning to get done.
• Innovation – Don’t think this generation isn’t experienced enough to have great ideas – whether you’re speaking to a client or problem solving behind the scenes.

What are the pitfalls to avoid?

• Watch language – As New York Times CHRO Jacqueline Welch has shared, language in the workplace is outdated and biased.?Even a gentle comment about the work ethic of a particular group – meant to be a compliment – may come back to bite as an example of bias.
• This is an inclusive generation – If women or others are interrupted or excluded, it will be noticed.
• Too much structure – Provide guidance and then allow your Gen Z interns to execute.?

What are some winning strategies to engage and retain my current employees this summer?

• Pair them up with a summer intern to mentor or take to lunch; consider rotating
• Use this as a leadership opportunity for mid-career employees: Invite them to speak, connect, share their wisdom and lessons as role models to interns
• Give them space to own a project that adds value to the company
• Conduct and leverage a video interview: Have an early to mid-career employee interview your Gen Z intern on camera: How was their internship experience? What did they learn? What do they value most at (company)? Use that on your website and social media.?

Share your questions and comments below!

If you’d like to learn more about Girls With Impact and how we partner with companies and leaders, visit www.girlswithimpact.org.

GWI is the #1 live, online business and leadership academy. We work with organizations to develop a ready female talent pipeline, engage and retain employees, and strengthen their leaders of tomorrow.

Subscribe to the newsletter for a variety of insights that bridge the gap between Gen Z needs and corporate demands, unlocking the $12 trillion economic potential fueled by working women.