How GenZ Is Changing the Working + Learning Landscape

GenZ is the most entrepreneurial and neurodivergent generation to date. Perpetuating norms isn’t their thing. They have different ideas for how they want to learn, work, and build a career.

And they will represent nearly 30% of the workforce within the next year.

So what does this mean for professional development?

A LOT!

GenZ In the Workforce

Generation Z, born in the late 1990s through the early 2010s, has surpassed the size of the Millennial generation and clocks in at around a quarter of this planet’s population.

They are digitally native, educated, socially committed, environmentally conscious and the most diverse generation ethnically and racially to date. They don’t remember the world before 9/11. They have been raised amid economic and political upheaval in a globally networked world. They are vocal about being priced out of home buying and the financial stability required for having a family one day. They are deeply concerned about the future of this planet and unjust world conflict. Not to mention 72% of GenZ respondents to the recent ZenBusiness survey believe that “traditional career paths available to their parents aren’t applicable to them anymore.”

They also report higher levels of mental illness and poverty.

GenZ faces stiff economic challenges. They have the most college debt and are more likely than previous generations to work and study.  If they aren’t working to support family members hit hard by the cost-of-living crisis, they are trying to make their own ends meet. Naturally this takes a toll on wellbeing.

It’s no wonder they want to control their own destiny. And they’re less afraid to ask for what they want.

They no longer view working for established corporations as the ultimate goal; instead they see prestige in building something from scratch and being their own boss. The status quo no longer holds the same allure for these young business owners. To them, prestige creates innovating solutions to real-world problems and makes a meaningful difference in people's lives. It's about having the freedom to pursue their passions while controlling their time and decisions. (EducationNext)

GenZ is redefining what career development looks like.

Key priorities GenZers bring to the workforce include:

• Flexibility – work where and when they want; autonomy to manage their own schedule and make work fit their life, not making work their life.

• Growth opportunities – skills training, mentorship, entrepreneurial projects within orgs. They are willing to switch roles or career paths entirely to pursue the best opportunity.

• Work aligned with their values – they want to work for companies that aren’t wrecking the planet and that demonstrate positive social impact.

• Meaningful contribution – they want purposeful work that positively impacts people and the planet.

• Diversity requirement – they are diverse, they recognize diversity as a strength, they expect workplaces and organizations they align with will embrace diversity and belonging.

• Work-life balance – they prioritize wellbeing, view mental health as important as physical health, and want more than the work grind to define their lives.

There’s more.

That ZenBusiness study I mentioned earlier -- it has been sending shock waves across the interwebs.

They found:

• 93% of GenZ have taken a step toward owning their own business.

• 92% recognize the value of neurodiversity in entrepreneurship.

• 75% desire to start their own business.

• More than half of Generation Z identify as neurodiverse.

We already know there’s a link between neurodivergence and entrepreneurship. It’s estimated people with ADHD are 500% more likely to be entrepreneurs and people with dyslexia are 230% more likely to choose an entrepreneurial career path. There are several famous autistic entrepreneurs including Bill Gates, Elon Musk, and Nicola Tesla.

GenZ demonstrates this correlation and is considered the most entrepreneurial generation the US has seen. They’re natural born entrepreneurs AND they have an appetite for innovation.

If you’re not sure what that neurodivergence part is all about, let’s talk. That’s a deeper subject than we’re going to get into today, but one item to note: this is the generation who grew up with IDEA and ADA which paved the way for education accommodations. They are experienced navigating the gauntlets to be fairly accommodated; they are by far more advanced than previous generations advocating for inclusion and belonging in learning and working spaces.

GenZ in Professional Development

It’s fair to assume that the above traits, values and expectations will apply to their choices for professional development. Here are some things to think about.

• Have we developed Learner Personas for GenZ professionals that help us understand their motivations, goals, values, challenges, influencers, work/life structure, technology preferences, and preferred methods of communication and participation with our organization? (this is ongoing work, btw)

• Do we offer skills-based training that addresses their needs and growth goals?

• Do we offer flexible learning options such as mobile, micro, on demand, accessible in multiple formats, allowing autonomy to create custom learning paths?

• Do we offer contextual and experiential learning opportunities that excite and apply the entrepreneurial mindset?

• Do we reflect the diversity that they are and expect from organizations they align with?

• Do we facilitate intergenerational industry problem-solving opportunities where GenZers might strike up mentor relationships – as well as contribute their entrepreneurial brain power?

• Are our education programs (materials and learning spaces) accessible as well as create belonging for neurodivergent people?

• Are we conscious about our carbon footprint and environmental impact, and transparent about our efforts to protect the planet?

• Do we offer Generation Z a voice in our organization and the opportunity to make a meaningful contribution?

I mean, no one said it would be easy. But the good news is that GenZ’s appetite for portable skills and networked collab opportunities is in direct alignment with where learning is going as AI becomes integrated with job qualification, advancement, and skill portfolio learning. Another reason to stay on top of AI advancements in workforce development.

This is a full circle moment to my first Trend Watch article this year on AI where I mentioned that education trends are always (always) connected to a need in the market. It’s not the shiny new thing, it’s a means to resolving a challenge for learners. We talked about microlearning, remember? Just offering micro sized content isn’t enough. If you’re going to offer microlearning for GenZ professionals, make sure it’s hitting on what they value and expect from you ☝️

If you’re ready to talk about skill-based training and inclusive learning, reach out to us. We can help!