From Fitting in to Standing Out
What Gen Z wants from the workplace
In the past few years, we’ve seen huge changes in the working world. Before the pandemic, working from home, flexible hours and virtual meetings were exceptions, or “perks”. Now they’re expectations. Especially for our incoming generation of talent, Gen Z.
Who doesn’t want to wake up on a Monday morning and feel excited to work in a place that accepts us for who we are? The next generation of logistics leaders – Gen Z – are looking for inclusivity, a shared purpose and psychological safety in the workplace.
Discover the steps that your organization can take to ensure you can help the next generation make their mark.
Tomorrow’s Logistics Leaders
30%
Gen Z % of world population
30%
Gen Z % of workforce by 2025
10.5%
US Gen Z adults identified as LGBTQ in 2017*
20.8%
US Gen Z adults identify as LGBTQ in 2021*
*Source: Gallup
Born between 1997 and 2012, Gen Z are the first, fully digital generation and place far more importance on diversity, inclusion, sustainability and the environment. Having been brought up in a society that’s more accepting than ever before, Gen Z recognizes that each of our differences should be celebrated and embraced. Everyone is different and these differences give us unique strengths.
But really this mindset benefits us all and is a driving force for change. Who doesn’t want to wake up on a Monday morning and feel excited to go to work in a place that accepts us for who we are?
What is Gen Z looking for as they enter the workplace?
Many feel that a job is more than just a means to pay the bills. New generations want to see that their role has purpose, and that they’re making a difference through their role. This means that when deciding whether they want to work for an organization, this generation are looking beyond the salary alone.
Gen Z wants to know that the company’s values and beliefs align with their own. That this will be a place where their individuality will be valued, and they will be able to contribute to a shared goal.
If organizations are to attract new talent, they must start to create diverse, inclusive, and psychologically safe working environments where everyone can belong.
How To Make Workplaces More Inclusive
This June, we’re celebrating Pride Month around the world. Pride Month sees people and organizations unite to celebrate and support the LGBTQ+ community.
Being inclusive means being an active ally and taking consistent, meaningful action to ensure work environments are safe for all. Small actions that celebrate differences can have a big impact. For example, by adding pronouns to your email signature you can make people feel more comfortable to do the same.
Gender-neutral facilities, ‘Shared Parental Leave’ policies and blind CV screening are all ways to make your workplace as inclusive and welcoming as possible. You can also foster a sense of belonging by creating support networks for underrepresented communities within your workforce. These should be open, safe spaces for like-minded individuals to come together, start new conversations and help them feel less isolated.
Turn Words Into Actions
To truly build and maintain a diverse and inclusive environment, words need to become actions. As with each new generation, Gen Z has a unique perspective on the world, which can seem at odds with the previous but can still pass on vital lessons. By taking the time to understand different communities and demographics, we can future-proof our workforce and help them make their mark.
At DHL Global Forwarding, we are committed to fostering an inclusive environment where every individual feels valued.
