Is Your Outdated Idea of Diversity Keeping Screenagers (Gen-Z) Away From Your Open Jobs?

Is Your Idea of Diversity Keeping Screenagers (Gen-Z) Away From Your Open Jobs?

As a CEO, Human Resources professional, manufacturing executive, or even just a person trying to run a mom and pop shop...have you ever looked at the lack of return on your workforce development efforts and questioned if it is actually doing enough to create a strong pipeline? If you've been struggling to recruit and/or retain workers in the past five years or so, its most likely two things!

1. Communication
2. Culture

The answer most definitely starts in understanding your own perspective on what "diversity" means for today's rising generation of #Screenagers (Generation Z). Understanding how #Screenagers define diversity can help bridge the gap between generations and inspire them to pursue and keep careers in your company. In this blog post we will explore how different definitions of diversity inform strategies that are necessary for American Manufacturing Sector workers. Knowing these strategies will ensure that organizations have access not only to dedicated members from prior generations but also a robust, self feeding pipeline from Generation Z and beyond -allowing employers to benefit from their talents!

An Overview of the American Manufacturing Workforce Shortage?

Diversity has been an issue in the American manufacturing industry for decades, with past generations having a much narrower definition of who could qualify for these roles. The current workforce shortage is a result of this imbalance: Women and members of BIPOC communities are still significantly under-represented in the sector leading to an overall lack of diversity. This miscommunication between generations means that not enough money or resources are being devoted to training new professionals from all backgrounds, leaving employers without enough qualified candidates. There is a clear need for more diverse talent in order to fill the gap and create a more equitable workplace. It is up to everyone involved - both employers and employees - to ensure that this happens: through education and upskilling initiatives, companies can make sure they are looking outward and finding innovative ways to reach out to diverse communities that have traditionally been excluded from American manufacturing roles due to both systemic issues as well as individual bias.

How Generation Z’s Idea of Diversity Differs from Older Generations?

Women and minorities have always been a part of the workforce, but they traditionally weren’t in the same sectors or roles as their white male counterparts. Millennial's and more importantly, the screenagers; have a different outlook on diversity when it comes to the working world. They believe that in order for an organization's innovation to grow and succeed, tech and diversity must be embraced across several different platforms. Women and minorities need to be represented across all careers in our industry - from shop floor positions like operators and machinists, to programmers/engineers/and CSuite positions - and from diverse age groups to a variety of types of work being done. What was considered enough diversity 30 years ago is no longer acceptable now - Generation Z are demanding increased inclusion in the way workforces are built today.

How Miscommunication can Limit Job Interest and Growth Potential?

Blind spots in communication can be the reason why certain career opportunities are unable to gain traction with a diverse group of workers. In this day and age, diversity is key to ensuring a well-rounded workforce that can fill the many roles available in manufacturing. But for some generations, their idea of diversity is too narrow due to very different past experiences like segregation and women's suffrage, that shape their perception today. In addition, the slow pace at which our industry traditionally adapts to Industry 4.0 technology like automation and robotics, this miscommunication can have a catastrophically limiting effect on job interest from Generation Z, as well as be an impediment to potential growth within the field. To bridge this gap, it is essential for older generations to take active steps in understanding where their ideas about diversity may have not evolved with time and how these blind spots are impacting future potential employees.

Identifying Inclusive Opportunities to Attract Screenagers (Gen-Z)

Automation and robotics have been heralded as the vehicles to a smarter future, removing barriers to training, upskilling, and traditional production. With Generation Z being the most diverse cohort of employees we've ever seen, companies need to identify inclusive opportunities that will attract potential screenagers. We must look beyond traditional diversity initiatives like those from our past and focus efforts on reducing inequality regardless of gender, religion, age or race and using tech to build bridges between once distant generations and communities. Looking forward, there are immense competitive advantages for organizations that commit their resources and seek innovative methods for embracing diversity in all its forms: from offering comprehensive benefits packages to focusing on job enrichment and skill development, we can work together to better equip young professionals with an enlivening environment. By removing as many barriers as possible in regards to access and opportunity, we can work together to attract screenagers that are passionate about creating a better tomorrow for us all.

Creating a Supportive Environment for All Employees?

Company culture is incredibly important when it comes to creating a supportive environment for all employees. As younger generations who are more tech savvy come in (and bring new tech with them) it is vital that all employees understand they are valuable whether they are of this new group or not. This starts with a culture of valuing people and inclusivity. With our generations becoming more diverse, and working longer, there could be up to FIVE GENERATIONS in your shop working together at the same time! Because of this it’s up to us as employers and mentors to create an inclusive workplace for ALL. A mentor system or sponsorship program can do wonders for creating upward mobility within an organization and allowing that space for diversity to thrive. It will also help build a two-way communication stream between generations. Additionally, the implementation of automation/robotics can help keep up with the changing landscape- allowing employers and workers alike time to focus on creating this supportive atmosphere. Using other 21st Century tools like digital twins, shared digital notes, and more can be used to take the knowledge of the older generations and make it easier to be taught going forward. By promoting work amongst a diverse group of people, we create an unbeatable workforce with varying perspectives- ultimately leading company success!

Strategies to Keep Your Business Relevant and Up-to-Date with Gen-Z Standards

In this age of technology and information, it is pivotal to stay ahead of the curve with communication and culture. To remain relevant in the eyes of the Screenagers and mitigate workforce shortages in American manufacturing, businesses should introduce strategies such as staying tech savvy, encouraging holistic thinking and cultural means of communication. Utilizing newer technologies for communication such as social media, being open about suggestions from workers, and fostering an environment that encourages diverse ideas are great ways to keep your business up-to-date with current standards. Through these efforts, you can close the gap between generations while engaging everyone involved and keeping your business in sync with the world around you.

In closing, the American Manufacturing Workforce Shortage is critical and effects businesses of all sizes, in all industries. With the implementation of automation and robotics making the way we work different, workers are able to work longer and enter the workforce sooner, which has created the most multi-generational workforce of all time. It is imperative for business leaders to identify the disconnect between Generation Z and older generations of workers in order to introduce pathways to diversity and inclusion. By recognizing how miscommunication can limit job interest, how organizations can accommodate Gen-Z needs, create a supportive environment for all employees and update their strategies accordingly, companies are better equipped to adjust their recruiting and retention strategies as needed. Afterall, talent is created with embracing change! So which one of these strategies will you try first? The possibilities are only limited by your imagination.