In the past few years, the workplace has changed due to Covid. hybrid and remote work, child care, and expanded health benefits were some of the perks that employees needed more of. According to a survey from the National Society of High School Scholars, Gen Z’s expectations of the workplace have changed a lot.

The next generation of talent, members of Gen Z, which includes individuals born between 1997 and 2012 are the subjects of the Career Interest Survey from NSHSS. Diverse high school and college-aged people are the subjects of a survey.

According to NSHSS, workplace equity is a non-negotiable for Gen Z talent, and Covid concerns aren’t as prominent as they were in the last two years.

According to the survey, over a fifth of respondents say that their own experiences with racial inequalities and discrimination have influenced their career choices. Quality of life, employer flexibility/adaptability, and corporate social responsibility are some of the things Gen Z values the most.

NSHSS President James Lewis said that Gen Z’s desire for an equitable workplace isadmirable.

Employers need to understand and listen to young people when it comes to DE&I. It is possible for employers to keep a high-quality candidate excited about being a part of their organization and retain them over time.

The desire to positively impact the world and fulfill their social responsibility has influenced the types of fields younger talent wants to work in. A third of Gen Z wants to work in human rights. 34% of respondents said social justice, science/tech innovation, and health care were their top field of interest.

Gen Z is tired of online working and training after being away from home during the Pandemic, according to NSHSS. They would rather be in the field.

23% of survey respondents say remote work is important to them. Gen Z wants in-person training from their employers at a higher rate than online training.

Future employees, employers, and leaders don’t want to work from home, that’s what we found. They want their experience in the office to be enriched so they can learn from their peers and their managers.

Many companies have expressed intentions to return to their pre-pandemic office cultures as a result of this news.

The opportunity for continued learning and upward mobility is what Gen Z is most excited about when it comes to entering the workforce, and companies should plan on executing if they want to attract younger talent.

A majority of survey respondents want to work at companies that will enable them to learn skills to advance their careers. Promoting and professional development are the second and third important pathways. Gen Zers know they have a lot to learn, but are eager to learn.

These young people love to learn. They learn faster than before. There is an opportunity for entities to say how to create an environment where there is good learning. How can we make sure they are engaged? What are we doing to fulfill their strong capacity to learn?

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