Heir of the so-called Boomers of Generation X and not so far from Millennials, the Generation Z is that of young people grown up during Great Recession and in multi-ethnic and multi-racial contexts with a sense of social justice to encourage them to seek a job where there is a strong strategy of Diversity, Equity and Inclusion.
Considered the generation most difficult to surprise, demanding and constantly looking for significant changes in society, young people born between 1997 and 2012 are promoters of ethics and equality; their marked sensitivity towards gender issuesalso leads to the constant search for communication strategies online and offline that they are as much as possible "gender-neutral places ”.
More sensitive also to issues about mental health and climate crisis, Generation Z aims to fit into environmentally conscious contexts and people-centric in which human activity is attentive to the conservation of the Planet’s resources and the people put at the center. All this ensures that there is always a balance that allows a free expression of the individual on all fronts.
Given these premises, for the young people of Generation Z it becomes of fundamental importance to find a working and business environment that is open to diversity and inclusion, in which people can be themselves without filters or ethnic boundaries, cultural, sexual and religious.
This is how it becomes necessary for companies to adopt Diversity, Equity and Inclusion practices that contribute to having an 'equal and fair' staff, on several fronts, bringing the following benefits to the activity of the organization:
📌 Increased employee productivity and profit;
📌 Improvement of decision-making processes due to heterogeneity at the negotiating table;
📌Competitive advantage thanks to better brand reputation and brand image
📌 Increasing brand appeal for new talent
A company with these features is for Generation Z 'more human and socially responsible', as it responds to their needs to find a job where they can express themselves better and above all where they can continue to look at the world from more perspectives.
How do you build an organizational environment that is fair, inclusive and open to diversity? Here are some useful tips:
👉 Feedback at all hierarchical levels: Keeping the dialogue open is a function of ensuring that all employees always feel free to say their piece. Using the right tones every employee can express their disappointment even with a superior, without fear or reservations. A fair culture is primarily aimed at the growth of all staff, regardless of level;
👉 Mix cultures: Hiring employees from different ethnicities helps bring new perspectives into the company, enriching the cultural and experiential baggage of the organization. Enhancing the differences between cultures is functional to expand the point of view of the staff and train empathy towards each other;
👉 Create gender-neutral places: Respect the individuality of each includes accepting that being born male or female does not necessarily mean recognizing the social role related to biological sex. A space without gender allows individuals to be who they want, to be able to recognize themselves in a category or not without fear of being judged, but rather being understood and welcomed;
👉 Equal benefits Regardless of gender, ethnicity, rank, or any other factor, employee benefits must respect the diversity of individuals, meet their needs, and not create imbalances. An environment open to diversity, inclusion and equality is a place where everyone is on the same level;
👉 Adoption of Disability Management strategies: A corporate culture open to diversity also embraces physical, visual and/or auditory disability. Thanks to the creation of suitable spaces, professional training programs and more flexible work patterns, it is possible to open the doors of your company to people with disabilities, transforming a legal obligation into value;
👉 Sign language courses: To attend LIS (Italian Sign Language) courses helps employees to open up to colleagues with hearing disabilities. Thanks to them, it is possible to build an open, fair and inclusive organizational environment thanks to communication methods within the reach of all staff.
Each of these points is essential in a good Diversity, Equity and Inclusion strategy in order to attract and retain the best talent in all areas. In addition, it is also functional to the implementation of Employer Branding initiatives to communicate its commitment to create an organizational environment attentive to the needs of employees and their backgroundopen to new ideas and socio-cultural perspectives.