Embracing inclusive Leadership – a must for the New Generations.

In today’s dynamic workplace, younger generations are not just looking for jobs—they’re seeking environments where they can thrive, feel valued, and make a difference. They wish to see themselves reflected in company leadership.

Gen Z, the most diverse generation in European history, is steadfast in their support for DEI initiatives. Approximately 83% of Gen Z in Europe consider an employer’s commitment to diversity and inclusion when deciding where to work (a Monster poll). For many in this generation, culture and values outweigh compensation. Gen Z is also the most diverse generation the USA has known, with approximately 48% non-white, 22% identifying as LGBTQ+, and 30 % neurodivergent (Forbes and poll by Understood.org). This diversity shapes their strong stance on inclusivity and equity in the workplace. They are not just passively accepting DEI; they are actively demanding it.

While there is a noticeable shift towards far-right and isolationist policies among younger individuals, the overall trend is still towards advocating for inclusive and equitable environments. This duality reflects the complex dynamics at play, where economic concerns, political dissatisfaction, and a desire for meaningful change intersect.

It’s crucial for organizations to recognize the diverse nature of the younger generations and their prioritisation of an inclusive company culture. Embracing inclusive leadership helps attracts and retain talent and fosters a more innovative and collaborative workplace. Cutting back on DEI initiatives could be costly for companies, as younger employees are quick to leave organizations that do not reflect their values (facilitated by current shortages on the job market). They are looking for workplaces where they feel respected, valued, and included, and they are willing to scrutinize companies’ actions and commitments to DEI before joining.

Caroline Allertz, Career Coach and Accessibility Expert