Gen Z and non-Gen Z in the Workforce: We need EVERYBODY!

This article was going to go in a whole different direction, except I stumbled upon something that made me think of the intersection between two directions. We’ll start with a scenario:

Previous Generation Currently in Workforce: “Ahh nothing like <insert antiquated practice likely to change here>”

New Work Generation: “Hey how’s it going? I just got here and I have ideas.”

Previous Generation Currently in Workforce: “You what now? Come back when you’re wearing panty hose.”**

<End Scene and Clap>.

This leads into the ‘First True Story’: I recently came across language in an employment non-discrimination policy that now specifies age: 40 or older.

This was the first baffling moment for me. Not because of the non-discriminatory language, but the specificity of it. After (mumbles words into hand) years of working, in addition to interviewing and hiring candidates and being a candidate myself, I was almost fascinated by the exact number: 40 or older?

So, being me, I looked it up. For sure, there it is on the U.S. Equal Opportunity Employment Commission’s website (eeoc.gov): “An employer may not take into account a person's race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information…” 

“Huh,” I thought.

Ageism in the workplace has been a thing for a while now. I started noticing it more during the pandemic, but the concept has been very much in play for years. Typically, this information presented itself in hushed tones, non-verbal cues, “you know what I think?” statements. However, seeing “40 and older” brings it above the underground. This article from Axios does a great job of describing the problem; however, it’s one in a sea of great articles of late that describes a very real and unfortunately common problem.

‘Second True Story’: I came across this article as reviewed on LinkedIn, featured in the Wall Street Journal. I will warn you that it’s behind a paywall, but I can tell you that it essentially surrounds leadership working to adjust to Gen Z workers’ needs and wondering just how to do it.

The fact that this story even had to be written was the second baffling moment for me. How did Gen Z in the workforce become a ‘microscope generation’? We’re REALLY at the point of wondering ‘how to deal’ with the up-and-coming workforce, like it’s never been done before?

This is where the intersection between two directions exists. You mean to tell me…

1.) Language exists in employer non-discrimination policies not to exclude those 40 or older in the hiring process, there are a trove of stories of how, if older workers are squeezed out of the market, younger workers will miss out from learning the wisdom they have to share,

2.) At the same time, it seems that some leaders may be frustrated in working with Gen Z because they’re not sure how to meet their needs.

Wait…math…older workers available to share expertise and younger workers in need of expertise…because they’re the next generation coming up...if I carry the 2 and subtract Pi…

WHAT IS MISSING HERE?!?

Hello, Work World! Heads up:

Gen Z is expected to overtake Baby Boomers in the full-time workforce RIGHT NOW. They are looking for collaboration, safety, direction, authenticity, and mentorship. One of the things about Gen Z as depicted in this linked article that I love is that Gen Z questions “why” something is done, not just accepts something that “should” be done and challenges it. Know who else did that when they were the age Gen Z is now??

ME! And I identify proudly as a ‘Grizzled Gen X-er’.

Did you do that, too? What generation are you from? I’ll bet it’s not Gen Z.

Recognize a pattern here. We were ALL the younger generation at one point. Workers come from different generations consistently. There will always be a gap between the working generation at the top and the youngest generation coming up the road.

Know what changes? Time:

· It always has and will continue to do so.

· That’s not news to anyone.

Know what doesn’t change? Themes:

· Being in the younger working generation and still needing guidance, whether we think we needed it or not. (Legit, we did).

· Those of us in the older working generation who truly do understand where the younger generation was, because we were there, and we want to share our experiences.

Know what needs to change? Listening and understanding:

· Instead of working on two separate tracks, how about identifying the overlap and acknowledging the similarities and differences.

· Instead of seeing something as a nuisance or a problem “that I don’t know how to deal with”, how about actively listening to each other’s needs and increasing the visibility of both the older and younger generations of workers instead of distilling everything down to statistics?

GASP! What about…PROFESSIONAL MENTORS IN THE WORKPLACE to help achieve these goals?

I know, I know. Novel idea. Now back to the panty hose…

**Editor’s Note: The term ‘panty hose’ refers to a fabric weave of nylon meant to be pulled up the legs and serve as a cover and an alternative ‘bare-legging’ it, which at the time was somewhat scandalous. Famous as a benchmark to show how professional you were, they smooth, lift, and look great with shoulder pads and white pumps. They came in packages where the undergarment was one whole piece OR, if you were top of the game in the 80’s, two single leg hose came in a plastic egg.