How Generation Z Can Help Companies Build A Highly Diverse Workforce

Three ways to follow

The goal of building a diverse workforce is nothing new, and there are countless studies that highlight the benefits of diversity and inclusion in the workplace. For example, organizations that focus on diversity and inclusion have been found to outperform their peers in terms of revenue, cash flow, and overall performance measures. Diversity is also a competitive differentiator that affects an organization’s ability to recruit top talent. Research by Glassdoor found that 67 percent of job seekers named a diverse workforce as an important factor when evaluating companies and job offers. 
 

Despite the benefits of building a diverse workforce, many organizations struggle to attract, retain, and develop diverse talent, especially when it comes to building the talent pipeline for leadership positions. As an example, research by BCG’s Henderson Institute found that the average share of women managers at large companies has barely budged in the last 10 years. Fortunately, the newest generation of employees—Generation Z—is not only highly diverse but also places considerable value on working at companies that promote and celebrate diversity. Here are three ways companies can leverage Generation Z talent to build a highly diverse workforce:

Talent is easier to source and attract when there is a clear path from educational to professional life, and more specifically, to long-term career success. Attracting diverse Gen Zers requires providing ample opportunities for them to learn early about available career paths and how to pursue them. This is particularly true for underrepresented groups and individuals who may not consider certain career paths or degree programs because they lack awareness about the many available options.

Key to building a pipeline of diverse Gen Z candidates is engaging them early, such as by inviting high school students to visit various work locations. Companies can also highlight available career pathways by partnering with trade schools, apprenticeship programs, or training organizations that show the many roads to success for a range of careers. Another great way to engage Gen Zers as they move from educational to professional life is to use a recruiting platform that matches diverse candidates in high school and college with career opportunities.

Gen Zers aren’t waiting until college or later to think about their careers, so companies that hope to recruit this new generation of talent must begin early. A study by the Student Research Foundation found that 72 percent of high school freshmen have already started to consider career options. Employers can capitalize on this trend by engaging high school and college students with employer branding that nurtures them early, building a future pipeline of diverse talent that will pay off in the long run. Specific actions companies can take to recruit Gen Zers early include:
 

Generation Z is considered the most diverse generation yet, with nearly half identified with a racial or ethnic minority. They are naturally attracted to workplaces that reflect the increasingly diverse environment in which they’ve been raised. In one survey, 77 percent of Gen Zers said that a company’s level of diversity affects their decision to work there. 

An effective strategy for recruiting Generation Z candidates includes regularly highlighting aspects of a company culture that demonstrate a commitment to diversity, for example, by promoting current initiatives to develop women leaders or sharing social media posts that showcase an inclusive workplace. One tech company employed a diversity recruitment strategy with targeted candidate sourcing, resulting in a workforce comprised of 75 percent of people of color and 50 percent female leadership. It’s also important to meet diverse Generation Z candidates where they are, such as through a recruiting platform that attracts diverse talent and uses a creative mix of digital networking tools to connect them with job opportunities.

Generation Z offers companies a new opportunity to attract diverse candidates that will form the pipeline of future company leaders. By engaging them while they’re still in school and partnering with programs and platforms specifically designed to attract diverse young talent, companies will be well on their way to building the diverse workforce they desire.

Osnat Shostak is Chief Business Development Officer at Goodwall, the social career platform that helps companies connect with and hire the new generation of talent. She oversees customer growth and success and has been with the company since its early days. Osnat has diverse experience in multiple industries and geographies, working on three continents over the past decade. She brings a combination of hands-on business and partnership development experience with a strong background in consulting and strategy.  Visit https://www.goodwall.io/ Connect Osnat Shostak