For Gen Z, it is all about the work culture, which allows them an equal footing to share ideas, thoughts, and flexibility.
A series of advertisements by a renowned job site has been more than just about finding the right jobs. Loaded with humor, it captures the real-life situations that some of us would have witnessed.
Targeting Gen Z and millennials, the ads indicate what this group of job seekers actually look for in their organizations.
We sift three scenarios presented in the ads to understand what can derail diversity, equity, and inclusion goals.
Scene 1: A young team has completed a presentation. It is late in the evening, and they are ready to go live. One of the team members excitedly says, “let’s go live”. The team leads and the other team members comment that even though they are ready, they have to take the signature and permission of their CEO. The woman’s excitement goes down the drain. She exclaims that had she known, she would not have joined the company. She immediately thinks of applying for new jobs.
Takeaways:
- The other team members have given up on the toxic work culture, as they know it will not change.
- It shows that the leader lacks trust in team members and always wants to micro-manage.
- There is a lack of work-life balance as the team works late in the evening.
- The team is committed to working late evenings/nights when required, but a lack of trust in them makes them question their decision-making skills, prevents them, or makes them lazy about making decisions.
Such an approach is exactly opposite to what the younger workforce wants. They seek a fulfilling career rather than only earning money. They know they are replaceable and value themselves beyond the CTC.
Scene 2: A team is sitting together and they were brainstorming solutions. One woman suggests a new age technology for a problem, a solution that works effectively and efficiently. Her idea is dismissed and labeled a fad that won’t last long. Soon she thinks of switching her job where her voice is heard and skills are valued.
Takeaways:
- The team leads are not ready or open to new ideas.
- They are unprepared to take risks and discourage the younger generation to go for them.
- They are not upgraded and have not upskilled with the new technologies in the market, and they dismiss the idea instead of being curious to learn more about something new.
Such behaviors convey to the employees that they have to follow instructions. Their opinions are unimportant (though they are told otherwise).
Scene 3: A young employee asks his older boss if he can work from home the next day. The boss responds by saying that the employee can consider the office his home and the co-workers his family. The employee is shocked at this response.
Takeaways:
- Though the pandemic has proved that work from home is effective, many bosses are unwilling to let employees execute the flexibility option.
- It shows the lack of trust in employees and their capabilities.
- The employees are expected to have no personal life outside the office.
Today, employees want organizations to walk the talk and seek alignment of personal values with the organization. The well-being of an employee (physical, mental, emotional) goes hand in hand with the success of DEI initiatives. With the numbers in the group set to rise in the coming years, it is only logical to focus on building a work culture that supports their values—flexibility, freedom of thought, and less bureaucracy.
