This year, the oldest member of Gen Z will turn 27. They already outnumber Boomers in most organisations. By 2025, Gen Z will comprise 27% of the workforce in OECD countries. America already has more than 6,000 Gen Z Chief Executives. McKinsey data shows that 38% of this generation want to be a CEO—more than any other generation—so we expect to see many more Gen Z bosses shortly.
There is no doubt that these new workers will make big waves in the world of work. But, beyond the headlines, what kind of future are they defining for themselves and the organisations they are joining?
At Top Employers Institute, we set out to answer this question. Through a large-scale survey of 1,700 people aged 18–27 across nine countries and four continents, we learned about Gen Z in their own words. We combined these insights with our learnings from 2,366 global Top Employers to understand whether businesses are ready for an influx of new Gen Z talent in the future.
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If you aren’t convinced yet, get a sneak peek at some of the trends we explore in the white paper by reading the rest of this article. Here is your sneak peek:
Steady Steps, Stronger Success. Building a secure foundation for sustainable growth, one thoughtful step at a time.
Gen Z favours stability, sustainability, and safety. They want employers that support them in building their careers while enabling a healthy life outside of work. When we asked them what kind of organisation they would like to work for, the top three priorities were:
- Provides me with development opportunities
- Making the workplace safer and healthier for employees
- Is a financially stable organisation
Your Wellness, Your Way. Personalising the wellness journey, prioritising what matters most to each employee.
When Gen Z talks about wellbeing, they discuss much more than avoiding physical and psychological illness. Of course, they expect organisations to have these offerings in place, but this is only the first step to them. When asked if they would accept a lower salary if it meant a better work-life balance, 62% said yes.
Connect & Thrive. Cultivating deeper bonds within your community to foster shared growth and belonging.
Gen Z is sometimes thought of as a lonely generation. Previous research shows that 19% of this generation feel lonely sometimes, a higher percentage than any other age bracket. The workplace is an opportunity to enjoy human contact. For 78% of our respondents, it was a place to build community, social connections, and belonging. 75% said it is important to them to have fun at work.
Leading with Empathy. Championing leadership that listens, understands, and inspires from a place of empathy.
Until Gen Z is ready to take on leadership roles, they are actively looking for the right leaders to follow in this changing work environment. When asked what kind of leader they want to work for, they chose emotional intelligence as the most important quality. For Gen Z, the critical part of being a leader is motivating and inspiring others. 81% said they expect senior leaders to listen to them.
Ethical AI. Ensuring technology developments that remain focused on enhancing human interactions and experiences.
This generation recognises that AI is here to stay and has some short-term benefits. However, we also saw anxiety about how it would impact the lives of the respondents and other employees in the long term. Only 60% agreed that it would positively impact their career.
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Table of Contents
- Steady Steps, Stronger Success. Building a secure foundation for sustainable growth, one thoughtful step at a time.
- Your Wellness, Your Way. Personalising the wellness journey, prioritising what matters most to each employee.
- Connect & Thrive. Cultivating deeper bonds within your community to foster shared growth and belonging.
- Leading with Empathy. Championing leadership that listens, understands, and inspires from a place of empathy.
- Ethical AI. Ensuring technology developments that remain focused on enhancing human interactions and experiences.