What does Diversity, Equality and Inclusion mean for Gen Z?

Article written by Demi Akande

How might organisations align their policies and procedures to adapt to the growing attitudes, beliefs and concerns of this generation?

Diversity, Equity and Inclusion (EDI) incentives have faced scrutiny recently due to executive orders from President Donald Trump’s new political administration. Challenges to DEI initiatives have seen some companies like Meta and Target take the decision to scale back or modify their DEI efforts. This has created a ripple effect within an evolving legal landscape causing organisations to assess their DEI initiatives. As a result, law firms are recognising the importance of developing specialised DEI practices that encompass service to clients, inclusive workplace policies, diversity training, and defending against DEI-related litigation. The growing demand for specialised DEI compliance aligns diversity programmes with current laws and regulations by mitigating the risk of legal challenges. DEI compliance specialists seek to review internal policies, conduct compliance audits, and provide guidance on lawful DEI practices.

The recent scrutiny in attitudes towards DEI programmes has created a shift in the landscape with a focus being towards proactive legal strategies. Legal professionals now recognise the importance of being involved in DEI programme initiatives by ensuring that an understanding of legal policies are understood within the early stages of DEI programme development. This proactive approach helps organisations to avoid potential legal pitfalls and fosters sustainable, inclusive practices that are impactful and compliant with the law.

What does Diversity and Inclusion mean for Gen Z in the workplace?

Diversity and Inclusion covers an array of concerns for  Generation Z ((Gen Z) people born between the mid-1990s and mid-2010s) and is interpreted broadly to include race, gender identity, sexual orientation, disability and socioeconomic background. This generation has been shown to hold a higher standard of tolerance towards inclusive values, and are more likely to call out behaviour that undermines a respect and appreciation for diversity and inclusion in the workplace.

Gen Z seek work opportunities that are purpose driven as they want to feel that their career contributions are part of a bigger picture. Purpose over profit is the driving force causing this generation to want to derive more meaning from their work.  This generation are motivated by the type of organisations they work for and that organisational values align with their personal beliefs by addressing issues like social, environmental and ethical issues.

Career and professional development and advancement are also another concern for this generation where the opportunity to grow and nurture new skills is a top priority. The focus on developing learning and creativity whilst fostering independence is highly sought after from Gen Z. This generation also recognises the importance of mentoring and support at work as a pathway to professional development. Collaboration through career growth, learning, creativity and independence is integral for the career advancement of Gen Z.

Financial stability is another concern for Gen Z having faced turbulent times. It is important to recognise the impact that Covid-19 had on this generation, as well as the rising cost of living which has caused this generation to be financially focused. The main priority is ensuring that salaries can support lifestyles, as well as having the ability to save for the future, where side hustles and investing in assets are ways to gain financial independence.

Stress and mental health within legal careers is another priority for Gen Z. It is well known that this group were severely impacted by the effects of the pandemic including missing out on study and work opportunities at a critical time of their professional development. As a result of Covid-19 and the aftermath of the pandemic, members of this group have reported burnout and work related stress. This group prioritises a flexible working schedule where the ability to work remotely accommodates individuals pursuing personal interests and hobbies, as well as strengthening family commitments. Employers that are not able to support flexible working risk finding retention difficult. In a survey conducted by Deloitte, it was found that 77% of Gen Zers in remote or hybrid roles would consider looking for a new job if their employer asked them to work in person full time.

Conclusion

Gen Z recognise the importance of personal and organisational values aligning as this directly impacts their work satisfaction and loyalty to an organisation. Social values and ethical standards play an integral role in the career choices and workplace practices of Gen Z. This generation expects employers through internal company practices, attitudes and concerns to contribute positively to communities, being more socially conscious and proactive in their corporate social responsibility initiatives. Due to the negative impacts of Covid-19 Gen Z, technological advancements and changing demographics, Gen Z is interested in mentorship, creativity, flexibility and variety including pursuing entrepreneurial endeavours. Gen Z are a catalyst of change within the legal sector. Organisations will have to adapt to the evolving professional concerns of this generation or risk facing issues with the retention of this workforce.