Gen Z’s Expectations Around Workplace Wellbeing

December 8, 2023

The workforce welcomes the entry of a new generation: Generation Z.

Gen Z, born between the late 1990s and early 2010s, is the most diverse in history and looks at work as a place to earn and a space to contribute, learn, and grow. They are entering the workforce during challenging economic times and grew up witnessing social upheavals, global instability, and pivotal events that have shaped their perspective on work and life. Their expectations on all aspects, from culture to pay to output, are different from those of previous generations, and they are pushing employers to innovate and improve on all fronts.

As the travel and global mobility sector looks to onboard, manage, and integrate these new professionals, it’s essential to understand their unique expectations regarding workplace wellbeing. 

1. Fair pay

Gen Z expects just compensation for their efforts. While one study found that 69% of Gen Z workers believe they receive fair wages, this number is noticeably lower compared to the satisfaction levels of previous generations. The setbacks caused by the pandemic, notably the disproportionate job losses in Gen Z, highlight this generation’s emphasis on adequate remuneration.

This sentiment is not confined to the US. A global survey of 12,000 employees conducted by Cigna revealed that 39% of Generation Z individuals identify financial insecurity as their primary source of stress, compared to 34% of millennials and 29% of 50- to 64-year-olds.

Tip: Adequate compensation packages are a tangible demonstration of an employer’s investment in its workforce. Conduct periodic industry benchmarking and internal pay audits to ensure pay equity and competitive compensation. Transparently communicate the findings and any remedial actions to employees.

2. Flexibility and remote work

Gen Z, having come of age during significant technological advancement and a global pandemic, has a distinct perspective on workplace flexibility. The traditional 9-to-5 has lost its charm: This generation desires flexibility, be it through hybrid work models, staggered work hours, or compressed weeks.

More than three-quarters of UK Gen Zs (77%) and millennials (71%) would consider looking for a new job if their employer asked them to go into their workplace full-time, according to Deloitte’s 2023 Gen Z and Millennial Survey. In its 12th year, the survey gathered insights from more than 22,000 Gen Z and millennial respondents across 44 countries.

Another study conducted in the UK found that 37% of Gen Z employees want to work for a company that offers flexible options, such as remote work, flexitime, and compressed work weeks.

None of this is without merit; many argue that such arrangements enhance productivity and mental wellbeing.

Tip: Invest in training managers and teams on best practices for remote work, ensuring everyone is equipped with the necessary tools and understands how to maintain productivity in a remote setting. Look for opportunities to encourage collaboration across teams in varying locations, whether it’s offering employees the chance to work from company offices while abroad or simply taking different time zones into account when scheduling meetings. 

3. Diverse teams

The value Gen Z places on diversity, equity, and inclusion (DEI) is unparalleled. For them, DEI isn’t a checkbox; it’s a reality. The days when employees would tolerate discrimination or bias are waning. With 88% of Gen Z keen on gender-pronoun recognition, it’s clear they want their workplaces to reflect the wider society’s diverse makeup.

The need for diverse workplaces is another significant expectation from Gen Z. As the most racially diverse generation to date, with 47% identifying as BIPOC and 15.9% as LGBTQ, Gen Z values workplaces that mirror this diversity. They not only seek racial and gender diversity but also respect and inclusion for varied perspectives, beliefs, and backgrounds.

Tip: Collaborate with diverse professional groups and universities to expand recruitment reach. Also, leverage blind recruitment processes to reduce potential biases during the hiring phase.

4. Sustainability

Environmental concerns are at the forefront of Gen Z’s expectations. Having grown up amidst global discussions on climate change, biodiversity loss, and resource scarcity, Gen Z recognizes the urgency of adopting sustainable practices. They are well aware of the consequences of inaction and expect their employers to recognize these challenges and actively work towards creating sustainable solutions.

In some cases, social and environmental ethics go hand in hand. For example, Gen Z expects more from their employers regarding ecological and social responsibility, said Sam Ingram, CEO of Northreach, which delivers staffing solutions to the public and private sectors around the UK, on a recent episode of his podcast. He found that three-fourths, or 76%, of Gen Z employees want to work for companies that prioritize these values.

Tip: Adopt and transparently communicate a comprehensive sustainability strategy that aligns with the United Nations’ Sustainable Development Goals (SDGs). Ensure that this commitment is a part of daily operations and involve employees in green initiatives, such as tree-planting events or sustainability workshops, to foster a shared sense of responsibility and commitment. 

5. Genuine communication

Gen Z, growing up in an era dominated by social media and technology, has been surrounded by communication methods often curated and filtered. They crave authentic, unfiltered interactions in their professional lives. For them, genuine communication is not just about speaking but also about being heard and understood.

Tip: Foster a culture of open feedback. Implement regular town-hall meetings, where leaders communicate openly and employees have a platform to share their thoughts without fear of reprisal.

6. Career growth

Gen Z is entering the workforce during a time of rapid technological and societal change, which has instilled an inherent understanding of the need for continuous learning and growth. However, they don’t just see growth as climbing the corporate ladder; it’s also about personal development and acquiring diverse skills. Adobe’s Future Workforce Study found that 70% of Gen Z employees in the US are eager to grow in their leadership and impact in the workplace.

Tip: Offer a comprehensive professional-development program, including access to online courses, workshops, and mentoring opportunities. Enable employees to allocate a certain number of hours per month for focused learning.

7. Meaningful work

For Gen Z, the meaning behind their work is paramount. They want to feel a genuine connection to their work and ensure their tasks have a purpose. Compared to other generations, Gen Z members do not derive special meaning from their work alone, underlining the importance of purpose-driven roles. New research from LinkedIn found that more than two-thirds (68%) of workers in the UK, France, Germany, and Ireland want to work for companies that share their values.

Gen Z (ages 18 to 25) and millennials (ages 26 to 41) are the most committed to this, with nearly nine in 10 European respondents saying they’d change jobs to work somewhere that better matches their values, compared to seven in 10 Gen Xers (ages 42 to 57). Furthermore, 60% of Gen Zers and millennials say values are a deal-breaker when considering job opportunities today.

Similarly, a 2022 PwC survey of nearly 18,000 workers across Asia Pacific—primarily Gen Z and millennial employees—found that a sense of meaning was extremely or very important, with 64% of respondents citing a need to find their work fulfilling when considering changing jobs.

Tip: Regularly share stories and updates on how the company’s work is making a difference in the community or industry. Encourage team projects that align with business goals and social or environmental causes, allowing employees to see the direct impact of their contributions. 

8. Focus on mental health

This generation, recognized by the American Psychological Association as the most stressed, heavily values psychological and emotional wellbeing at work. Gen Z desires workplaces where they can speak openly about mental health and have access to wellness programs, and where taking time off for mental rejuvenation isn’t frowned upon.

Tip: Offer health and wellness programs catering to physical and mental health. Given Gen Z’s emphasis on mental wellbeing, initiatives like regular check-ins, mental health days, and stress-reducing measures will be particularly impactful. Partner with mental-health professionals to lead workshops on stress management, resilience, and mental wellbeing.

9. Intentional onboarding

In an era dominated by remote work, Gen Z emphasizes the need for a thoughtful and engaging onboarding process. Such an experience, characterized by personal connections, ensures new hires remain motivated and feel integrated into the company culture from day one.

Tip: Implement a buddy system for new hires, pairing them with a more experienced team member who can guide them, answer questions, and help them integrate into the company culture. Onboarding kits, swag bags, and personalized notes can make Gen Z hires feel valued and welcome.

Looking Ahead

Gen Z is redefining the workplace, asking for authenticity, respect, and holistic growth. While these expectations figure prominently in Gen Z’s thinking, they are also universal principles that enhance overall employee wellbeing.

By fostering a culture of appreciation, inclusion, and wellbeing, businesses can ensure an environment that attracts and retains top talent and position themselves as forward-thinking entities in today’s dynamic business landscape. After all, the youth of today will be the leaders of tomorrow. 

Stay in the loop with Newland Chase

Ready to navigate the complexities of global mobility with a trusted partner by your side? Newland Chase transforms challenges into opportunities. Contact us for a quote today.