"Stop disparaging Gen Z." Leaders say and focus on their worth

[WORLD] As Generation Z (born 1996–2010) increasingly enters the workforce, leaders are urging a shift in perspective: rather than perpetuating stereotypes of entitlement and disengagement, it's time to recognize and harness the unique strengths this generation brings to the table. Advocates argue that Gen Z's emphasis on work-life balance, mental health, and ethical leadership is reshaping workplace culture for the better.

A Call to Reevaluate Gen Z's Role in the Workforce

Recent discussions have highlighted a growing divide between traditional workplace expectations and the values upheld by Gen Z employees. Critics often label this generation as "quiet quitters" or overly demanding. However, many experts contend that these labels misinterpret Gen Z's desire for meaningful work and equitable treatment.

According to leadership coach Kate Waterfall Hill, Gen Z is challenging outdated leadership models by prioritizing well-being and setting clear boundaries. This shift is prompting organizations to reconsider their approaches to management and employee engagement.

In a recent study by LinkedIn, 87% of Gen Z professionals stated that alignment with a company’s values is a major factor in their job satisfaction. This marks a significant increase from prior generations, who tended to prioritize salary and stability over mission-driven work. Experts believe this trend will continue to influence employer branding, recruitment strategies, and even how companies communicate their corporate social responsibility efforts.

Gen Z's Impact on Workplace Culture

Gen Z's influence is evident in their approach to work-life integration. A Deloitte survey found that Gen Z employees who feel they are learning the skills needed to advance their careers are 2.5 times more likely to stay at their current organization. This statistic underscores the importance of providing growth opportunities and aligning workplace practices with the values of younger employees.

Amid the broader cultural shift, global companies like Unilever and Salesforce have launched internal initiatives aimed at better integrating Gen Z perspectives. These include reverse mentoring programs—where younger employees advise senior leaders—and internal forums for younger voices to shape organizational policies. The early results suggest improved engagement and retention among younger cohorts.

Furthermore, Gen Z's commitment to social justice and environmental sustainability is prompting companies to adopt more transparent and ethical practices. Research indicates that 55% of Gen Zers research a company's environmental impact and policies before accepting a job, with 17% having changed jobs or sectors due to climate concerns.

This focus on accountability is also shaping the future of corporate governance. Several institutional investors have begun pressuring firms to publish diversity metrics and climate goals, citing Gen Z’s preferences as indicators of future consumer and employee expectations. According to a McKinsey report, companies with high environmental, social, and governance (ESG) ratings are now seeing stronger performance in attracting Gen Z talent.

The Need for Adaptation in Leadership

To effectively integrate Gen Z into the workforce, leaders must adapt their strategies. This involves moving away from hierarchical structures and embracing more collaborative and inclusive leadership styles. Experts suggest that fostering psychological safety, promoting transparency, and offering flexible work arrangements are key to attracting and retaining Gen Z talent.

Despite skepticism from older generations, recent workforce data supports the positive impact of Gen Z’s values. A Gallup report released in early 2025 found that teams with a higher proportion of Gen Z members reported 21% higher satisfaction with workplace diversity and inclusion efforts. These findings suggest that Gen Z is not only advocating for change but also contributing directly to a healthier organizational culture.

Rather than viewing Gen Z's values as a challenge, organizations should view them as an opportunity to innovate and improve workplace dynamics. By focusing on the strengths and perspectives that Gen Z brings, companies can create environments that are not only more inclusive but also more productive and sustainable in the long term.