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My last blog was \u201cThree Key Points in Response to the Recent Anti-DEI Backlash\u201d<\/a> <\/strong>where I provided ways that organizations can proactively address the recent increase of vocal opposition to diversity, equity and inclusion initiatives. I now want to add to the discussion triggered by an article I read in the March 1-7, 2024 issue of the Triangle Business Journal. My last blog was \u201cThree Key Points in Response to the Recent Anti-DEI Backlash\u201d where I provided ways that organizations can proactively address the recent increase of vocal opposition to diversity, equity and inclusion initiatives. I now want to add … Continue reading
It was actually the cover story and titled \u201cA New Generation, A New Workplace\u201d written by Laura Brummett. The tagline on the front page read, \u201cStarting this year, Gen Z will make up a larger portion of the U.S. workforce than baby boomers. But are companies ready for this change?\u201d
The first statistic shared in the article is that this year, the Gen Z (people 27 years and younger) population in the workforce surpassed the number of Baby Boomers (ages 60 to 78.) And not only that, I\u2019d like to add a point that I raised in my last blog \u2026 that this younger generation is much more diverse; over 50% are people of color, and over 20% identify as lesbian, gay, bisexual or transgender.<\/p>\r\n![\"\"](\"http:\/\/www.totalengagementconsulting.com\/blog\/wp-content\/uploads\/Gallup-Poll-300x145.jpg\")
The TBJ article raises many critical points about this growing younger workforce. They include:
\u2022 This new generation is known for caring about social issues, such as diversity initiatives and sustainability.
\u2022 This generation is leading to a more progressive culture to seep into the corporate world.
\u2022 Savvy hiring managers seeking the best talent are now looking for grit, curiosity and ambition from candidates, instead of the names of prestigious schools or grade point averages. This shift results in companies bringing in more diverse talent pools.
\u2022 And as I mentioned in my previous blog, diversity in talent brings different workplace perspectives that drive innovation and transformation.
\u2022 Employers are now increasingly seeking talent from community colleges, where 50% of graduates are first-generation college attendees and even more diverse that the general Gen Z population.
\u2022 Gen Z-ers are more entrepreneurial and willing to change companies, so organizations wanting to retain and grow excellent diverse talent need to provide this generation what they want from a job. This includes continual learning and growth as well as work-life balance.
As we continue to understand the generational shift in the workplace, DEI strategy and execution become increasingly critical. Those who are part of this anti-DEI movement will soon find themselves obsolete, and ultimately less relevant and less profitable.
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